Creating An Efficient Employee Selection Process

By Author: Irenia Diaz
Total Articles: 9
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Employee selection is the process of finding a new hire best suited for the role in question. The steps in the employee selection process depends on the role you are hiring for, your recruiting budget, the seniority of the position, available resources, and your organizational requirements.

Rather than relying on a single method as the only criterion for selecting or rejecting candidates, the methods should be combined to make the most informed decision possible. For instance, you can combine pre-employment tests with other employee selection techniques like job interviews, test assignments, and trial days for predicting job success and cultural fit accurately.

Best employee selection techniques to choose top talent

Assessing cognitive ability

Cognitive ability is the number one predictor of job performance across all employment levels. Cognitive ability assessments are a form of pre-employment testing used for evaluating how well candidates use a different range of mental processes, such as working with numbers, problem-solving, reading comprehension, abstract thinking, and learning agility. When ...
... implemented and administered correctly, a cognitive skills assessment is a highly effective method for predicting job success. They are also relatively inexpensive and easy to administer online.

Evaluating learning agility

Evaluating learning agility is another efficient employee selection process to build into your recruiting procedure. Learning agility is the ability to be in a new situation, not knowing how to handle it, and then find the solution. An agile learner can apply his or her past learning to new scenarios that they have yet to experience. Learning agility is a crucial ability to gain a proper understanding of how applicants function and adapt in ever-evolving work environments. It is challenging to develop a well-constructed, reliable assessment for gauging learning agility. If you are following this route, make sure your learning agility assessment evaluates the abilities and traits that agile learners share.

Testing situational judgment

Situational Judgment Tests (SJT) present candidates with different scenarios that they will experience if get selected for the role they are applying for. These tests are designed to assess how well applicants prioritize, follow instructions, and handle situations that crop up in the workplace. They are highly predictive of job performance and culture fit and can provide candidates with a realistic preview early on in the application process. These tests are expensive and are sometimes difficult to construct and implement. This is because they typically require input from an industrial-organizational (IO) psychologist and a production team and designer. You can simplify the process by selecting a vendor partner who will take care of the entire production process.

Measure employee integrity

You want to hire honest, dependent employees for your organization—but how exactly do you measure something like that? Employee integrity tests help you to collect insights into candidates' honesty, dependability, and work ethic. Integrity and other relevant soft skills are assessed with a digital personality questionnaire. However, there are potential legal issues to be mindful of before jumping on the integrity testing bandwagon. To avoid legal problems, it's essential to be sure your test complies with applicable laws, and demonstrates validity.

Toggl Hire is a recruitment software for startups, small businesses, remote companies, HR teams, and developers. Helping companies hire faster, better, and fairer with pre employment skills tests (toggl.com/blog/employee-selection-process), skills assessment tests, and marketing skills testing. To know more, visit https://toggl.com/blog/.