The Work Studies Institute
Selection Systems Are the Key
Well-developed recruitment and selection systems benefit organizations by:
• Increasing revenue and efficiency by hiring highly-qualified applicants with better job performance (e.g., higher sales, higher productivity, better customer service, lower turnover).
• Lowering hiring costs per applicant by screening out unqualified applicants early in the hiring process.
• Increasing the proportion of successful hires across candidates and providing legally sound methods of assessment of applicant suitability, success, and performance.
• Identifying large pools of qualified applicants.
• Minimizing turnover through better person/job/organization fit.
How Can I/O Psychologists Help?
1. Design a Process. I/O psychologists can design a selection system that fits an organization’s culture and hiring needs by incorporating a variety of established, validated tools such as prescreens, realistic job previews, tests, and interviews.
2. Define Key Qualifications. I/O psychologists can analyze jobs or job families to identify the critical competencies required.
3. Develop Prescreen Assessments. I/O psychologists can develop assessments to screen out applicants early in the process who do not meet minimum qualifications, saving valuable time and resources.
4. Develop and Validate Selection Tests. I/O psychologists can develop tests to measure the critical competencies required on the job and conduct studies to provide statistical evidence for the linkage between test scores and on-the-job performance.
5. Develop Structured Interviews and Conduct Interview Training. I/O psychologists can develop interview guides to assess the critical competencies required on the job and train interviewers to use a standardized process that is free from bias and will withstand legal challenges.
6. Conduct Executive Assessments. I/O psychologists can conduct in-depth assessments to identify and develop individuals for executive-level leadership positions.
7. Conduct Assessment Centers. I/O psychologists can conduct in-depth “day-in-the-life” assessments using a variety of instruments (e.g., interviews, group discussions, live role plays). The output from such assessments provides rich information on participants’ strengths and opportunities for improvement.
8. Conduct Legal Audits and Provide Expert Witness Testimony. I/O psychologists are uniquely qualified to audit an organization’s selection system and identify potential legal risks; they can also serve as expert witnesses defending an organization’s selection system.
9. Identifying Applicant Pools. I/O psychologists can identify sources of qualified applicants, assess those applicants against qualification standards, and help track applicants and selection decisions for reporting purposes.
10. Help It All Make Sense. I/O psychologists can link the selection process to the key elements of the talent management system within the organization so that job candidates and employees see consistency in language, expectations, and messaging.
Selection System Needs: An Example
The following is an example of an organization facing challenges with its selection system:
• An auto parts company was having difficulty staffing the job of materials handler.
• There was very high voluntary turnover in the position.
• The materials handler position was fast-paced and physically demanding, and the environment in which materials handlers worked was challenging.
• The existing selection process did not measure the skills and abilities required for success on the job.
Selection System Needs: The Solution
I/O psychologists helped this organization by:
• Conducting a job analysis to identify the critical skills and characteristics required for success as a materials handler.
• Developing a custom job fit tool to measure candidates’ fit for the job.
• Implementing an online pre-employment assessment to measure key work-related personality traits such as detail orientation, adaptability, and accountability.
• Developing a realistic job preview to inform candidates of the demands of the job before accepting the position.
Selection System Needs: The Results
*The results below are an example of potential outcomes using the solution delineated above.
This organization benefited over a 12 month period through the following results*:
• Retention improved by 87%.
• On-the-job performance improved by 23%.
• Work speed improved by 8%.
• Supervisors ranked high-scorers on the assessment as more effective on the job than low-scorers, providing evidence of the assessment’s validity.
• The selection process was legally sound and defensible against challenges.
Do You Want to Know More About:
• Selecting and retaining high-performing employees?
• Which tools will best predict on-the-job success at your organization?
• Developing a selection process that can withstand legal challenges?
• Proactively identifying pools of applicants who will fit your needs?