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Selection Techniques (ABMA)

Selection is the process of choosing the most suitable candidate from a pool identified during recruitment, utilizing various techniques such as interviews, tests, assessment centers, and role plays. These techniques help organizations identify qualified candidates, attract top talent, and improve productivity and employee morale. Proper selection practices are essential for good business and can prevent discrimination claims under the Employment Equity Act.

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Bright Kumwenda
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45 views16 pages

Selection Techniques (ABMA)

Selection is the process of choosing the most suitable candidate from a pool identified during recruitment, utilizing various techniques such as interviews, tests, assessment centers, and role plays. These techniques help organizations identify qualified candidates, attract top talent, and improve productivity and employee morale. Proper selection practices are essential for good business and can prevent discrimination claims under the Employment Equity Act.

Uploaded by

Bright Kumwenda
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Selection techniques

UNIT 3 – RECRUITMENT AND SELECTION


Diploma in Human Resource Management Level 4 (ABMA)
Bright Kumwenda
What is Selection?
 Selection is the process of choosing the most
suitable candidate from the pool of candidates
identified during the recruitment process.
What are selection techniques?
 selection techniques are methods used by
human resource departments to evaluate
potential candidates during the hiring process.
Other selection definitions
 According to O.Donnell, “Selection is the process
by which candidates are divided into two classes-
those who will be offered employment and those
who will not”
 Selection is the process of choosing from among
the candidates, from within the organization or
from the outside, the most suitable person for
the current position or for the future position.
Selection
 Making the right selection decision is good
business practice, as it contributes to the
sustained, optimal use of human resources.
Furthermore, according to the Employment
Equity Act, job applicants may challenge their
non-selection if they believe they have been
unfairly discriminated against.
Selection techniques
 There is a variety of methods available to help in
the selection process – including:
1. Interviews

2. Tests (psychological, aptitude or ability tests)

3. Assessment centres
4. Role plays and team exercises
5. Referee report
1. Interviews
 Most jobs are filled through interviews. The
interview has two main purposes - to find out if
the candidate is suitable for the job, and to give
the candidate information about the job and the
organisation.
 Interview may assess communication skills and
interpersonal competence.
2. Tests (psychological, aptitude or ability
tests)
 For instance, computer-literacy test may assess
computer literacy.
3. Assessment centres
 Assessment centres are often used by large
organisations making senior management or
'fast-stream' graduate appointments. Exercises,
sole and group, may take place over a few days,
normally in a residential setting.
4. Role plays and team exercises
 A role play may assess decision-making and
problem-solving skills.
 The individual may also be required to make
presentations and to take part in team events.
Importance of selection techniques
 They allow the organisations to identify and hire
the most qualified candidates for a role.
 Helps to attract top talent and build a high
performing workforce.
 Ensures right people are in the right position,
leading to increased productivity.
 Reduced employee turnover.
 Improved employee morale.
References

1. Amos, T., Human Resource Management, 4th


edn (Cape Town: Juta & company Lt., 2016)
Check your progress!
Source: ABMA Sample paper
Question 1

Suggest TWO appropriate selection techniques that


could be used by the local newspaper to choose its
editor. (12 marks)
Question 2

Suggest, with the use of examples, how the


reliability and validity of recruitment and selection
techniques could be improved. (12 marks)
Taonga chomene!

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