Guaranteed ways to improve your Selection Process! (Collected)

There is no doubt that the selection process is becoming more and more challenging every day. As such, it demands a structured approach to ensure that the candidates are selected in a most objective way with the use of proven processes. Here are a few sure fire ways:

1. Develop and use Job-related questions.
2. The interview should not be an open-ended assessment activity. The questions must be designed to focus on the knowledge, skills, abilities, and attitude required in the job; and how the candidate has performed in the past against such requirements.
3. Create a standardized process of assessment.
4. The interview process can be quite challenging when it comes to comparing candidates. Reliability and validity of the process can be greatly enhanced through the use of scoring guides with behavioral benchmarks for standardization.
5. Train interviewers.
6. Remarkable experience does not guarantee equally superior interviewing skills. For effective interviewing, the interviewers must be trained on the entire process to ensure reliability and validity.
7. Deploy the same interviewers.
8. Research shows that using the same interviewers for all the candidates ensures uniformity and as such enhanced validity apart from adding the same level of objectivity to the process.
9. Opt for panel interviews.
10. While there are no established indications if panel interviews increase rater reliability and validity, but it is clear that the perceived fairness is certainly more for the panel interviews – a good enough reason to make use of them.
11. Record STAR evidences.
12. Notes taking should be an essential part of the process and must make notes using the STAR (Situation, Task, Action, Result) approach rather than asking hypothetical questions and gathering general impressions. This evidence can always be referred back while making critical decisions.
13. Restrict sharing of supplementary data.
14. Be careful about sharing supplementary material, like test scores to references, of the candidates, since these are likely to add bias by encouraging interviewers to form certain impressions even before the interview has begun.
15. Decide about (and enforce) the rules of the game before the game begins.
16. There must be pre-defined rules for uniform application after the interview process is over. Do not permit the reverse engineering to derail and dump the entire process. It will only nullify all the efforts made.
17. Deploy the power of psychometrics.
18. History tells that the candidates are hired for the technical skills; and fired for their behavioural faults. Shahir Ahmed, Find out their hidden traits and how do their profiles match with the ideal one (for your organization.)