Analyzing Selection Methods & Record Retention for Business Roles

This report provides a comparative analysis of different selection methods used in business development, focusing on psychometric tests, situational judgment tests (SJTs), and individual interviews. It highlights the similarities and differences between these methods, evaluating their effectiveness in selecting suitable candidates. The report also addresses the importance of record retention following the selection process, specifying the types of records that need to be maintained, such as position descriptions, CVs, educational certificates, selection criteria, application materials, interview questions, and appointment letters. It emphasizes the need to retain these records for compliance, self-auditing, and government reporting, adhering to federal regulations for retention periods.

Assignment Guidance Task – 2

CONTENTS
COMPARING AND CONTRASTING DIFFERENT SELECTION METHODS...................1
RECORDS NEEDS TO BE RETAINED FOLLOWING THE SELECTION PROCESS.......2
Records to be retained and the retention periods....................................................................2
REFERENCES...........................................................................................................................3

COMPARING AND CONTRASTING DIFFERENT SELECTION
METHODS
There are different methods which cane utilized for selecting suitable and effective
candidates for the specific job role. Some of these methods are psychological tests, situation
judgmental test and individual tests. All these methods have some similarities and differences
which needs to be evaluated for ascertaining the best suitable method for selecting the
candidates. The similarities and differences between these three chosen selection methods is
being put in a table below:
Selection
methods
Similarities Differences
Psychometric
tests
 It is conducted face to face by
the employer
 An important method of
selecting a candidate
 It specifically measure the
psychological constructs like
intellect, personality traits and
so forth
 These tests are subjective in
nature
 Such type of test are not biased
and they eliminate this risk
 They are considered as better
methods for predicting job
performance (Gatewood, Feild
and Barrick, 2017)
Individual
interviews
 It is also conducted face to face
by the employer
 It is also a crucial method of
selecting a candidate
 In this test the employer
analyses the psychological
ability of the applicant
 Individuals interview are
generally objectives in nature
 The process of interview can be
biased
 Job performance cannot be
predicted in this kind of
selection method
Situational
judgemental
 This also helps in selecting best
candidate for the required job
 It is also a psychological tests
which evaluates the
psychological ability of the
applicant
 It is being regarded as essential
 Applicants are being asked to
give their response to different
hypothetical situations which
are related to the target job
 These methods are considered
as more accurate than any other
methods of selecting the
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tests (SJT) method of assessing the
candidate’s fit into the desired
job (Christian, Edwards and
Bradley, 2016)
candidates
 Some of the interview and
psychological tests are generic
in nature however SJT are being
are built for integrating
particular demands of the
position
RECORDS NEEDS TO BE RETAINED FOLLOWING THE
SELECTION PROCESS
Records to be retained and the retention periods
There are two kinds of records which needs to be maintained or retained after the
selection of the candidates and these are original hard copy and the soft copies records. Some
of the records that needs to be maintained are position description, approved requisition, CV
of application, educational certificates, description of the selection criteria, list of basic
qualifications, original application material being received from the job seekers, standardized
interview questions, copy of appointment letter and records of selection process. The main
aim behind keeping the records of all these information is repossession (Schmidt and Hunter,
2018). It is quite necessary to retain all these data for the compliance reason, self-audit and
government reporting. They are being maintained by requisition number along with the
selection date as per the retentions schedule. As per the regulations being led by the federal
record keeping, retention of any of these records made for a period of 2 years from the time
of making of the record or 2 years from the day when the candidate is selected for the job,
either is far long. The government has also extended this time to 3 years from the day when
the decision of selecting a candidate is undertaken.
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REFERENCES
Books and journals
Christian, M.S., Edwards, B.D. and Bradley, J.C., 2016. Situational judgment tests:
Constructs assessed and a meta-analysis of their criterion-related validities. Personnel
Psychology, 63, pp.83-117.
Gatewood, R.D., Feild, H.S. and Barrick, M., 2017. Human Resource Selection. 7th ed. South-
Western Publishing.
Schmidt, F.L. and Hunter, J.E., 2018. The validity and utility of selection methods in
personnel psychology: Practical and theoretical implications of 85 years of research
findings. Psychological Bulletin, 124, pp.262-274.
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