HR Case Evaluation: Recommended Selection Methods for Hiring

This report provides an evaluation of various HR selection methods. It defines and analyzes the advantages and disadvantages of different techniques, including application forms, psychometric tests, resume reviews, structured and unstructured interviews, teaching observations, candidate presentations, online testing, and reference checks. Each method is critically examined, with a focus on its strengths and weaknesses in the context of the hiring process. The report includes a comprehensive overview of each approach, citing relevant literature to support the analysis. The goal is to offer a clear understanding of the effectiveness and suitability of each method for different hiring scenarios. This report is designed to assist students in understanding and evaluating different methods in HR.

HR case 1
HR Case Evaluation (Recommended Selection Methods)
Student Name
Date of submission
Institute of afflation
Application Definition: Application form is a way of gathering inscribed data related with

HR case 2
Form candidate's work experience and qualification details, both present and the past.
Advantage: Use of uniform format, so it’s easy for interview panel to examine the
statistics and make judgments (Joy et al., 2015).
Disadvantage: Applicants are not able to add more information about their
experience or the right specification that might influence the employer to interview.
Psychometric
tests
Definition: The Psychometric test is used for defining the intellectual and emotional
abilities of the applicants.
Advantage: The results are more appropriate and precise.
Disadvantage: As the format of the psychometric test is generally not cleared to the
candidates, they end up with misinterpretation or inappropriate interpretation of the
questions asked (Marchington et al., 2016).
Résumé or
curriculum
vitae review
Definition: Resumes defines an applicant's skills, education and capabilities in a
functional and chronological format.
Advantage: Provides information to employers in a sequential form and highlights
candidate expertise.
Disadvantage: At times it can provide monotonous presentation if related expertise
applied to different places.
Formal
(structured)
interview
Definition: A structured interview is in which all the queries have been arranged
previously (Sparrow et al., 2017).
Advantage: A structured interview is consistent, the outcomes are simple to estimate
and examine and can be simulated as required. Additionally the method is fast and
additional amounts of particulars are produced.
Disadvantage: A structured interview is inclining to turn out to be very

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unapproachable to even those who are skilled or do qualify as work aspirants.
Informal
interview
Definition: An unstructured interview is an interview which does not use any specific
arrangement or style of queries.
Advantage: The evaluator gets to distinguish the candidate better as he attempts to
identify from his viewpoint.
Disadvantage: This approach has no verdict about the response, the evaluator or the
applicant lean towards from the central topic and diverge completely from the
interview (Joy et al., 2015).
Teaching
observation
Definition: Teacher observation turns as a vital and the straightforward technique of
receiving data about applicant.
Advantage: Appropriate method for gathering statistics or information, this approach
is finest for the study of social conduct.
Disadvantage: Logical and professional ability cannot be studied with the support of
observations.
Presentation
by
candidates to
a panel of
teachers
Definition: Presentation based interviews are directed to examine the applicant’s
ability set and the applicant’s complete proficiency in managing a group of
associates.
Advantage: Supports in studying the pressure handling ability and communication
skills and how the applicants socialize.
Disadvantages: There are associates of diverse job, their viewpoint in questioning
might vary and there are a lot of probabilities to debate about their opinion.
Online
testing
Definition: Online assessments are conducted using computer tools and they can
deliver score of the tests efficiently (Hingle and Augustson, 2015). This could be an

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personality test, application test and psychology test, etc.
Advantage: Online assessments can provide you immediate feedback.
Disadvantage: Online assessments don’t provide examiner the opportunities to see
way of thinking of candidate to judge answer properly.
References Definition: It is the employment procedure done on the foundation of
recommendation or a applicant referred by an staff of the cooperation.
Advantage: References encourages candidates to be honest about the claims made at
application stage.
Disadvantage: There is a chance of employee referral process brings in the outlook
of stick together, this will hide the structural glitches and probability increase it.
Reference
Hingle M. and Augustson E. (2015). Online Recruitment Methods for Web-Based and Mobile

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Health Studies: A Review of the Literature. Journal of Medical Internet Research. 17(7):
e183. doi: 10.2196/jmir.4359. Retrieved from: https://www.ncbi.nlm.nih.gov/pmc/
articles /PMC4527014/
Joy O., Ugochukwu U., Ufoma N. (2015). The Impact of Recruitment and Selection Criteria on
Organizational Performance. Global Journal of Human Resource Management. 3 (2), 22-
33. Retrieved from: https://www.eajournals.org/wp-content/uploads/The-Impact-of-
Recruitment-and-Selection-Criteria-on-Organizational-Performance.pdf
Marchington M., Wilkinson A., Donnelly R, and Kynighou A. (2016). Human Resource
Management at Work. Kogan Page Publishers. Retrieved from:
https://books.google.co.in/books?hl=en&lr=&id= 0QfGDgAAQBAJ&oi=fnd&pg=PR1&
dq=human+resource+management+ %2B2016&ots =c
mq0OGFpQa&sig=_HEg1moVQ0w9Fqd8wpoEnNs0 vzg#v= onepage&q= human%20
resource%20management%20%2B2016&f=false
Sparrow P., Brewster C. and Chung C. (2017). Globalizing Human Resource Management.
Routledge. Retrieved from: https://books.google.co.in/books?hl=en&lr=&id=8-
DLDAAAQBAJ&oi=fnd&pg=PP1&dq=human+resource+management+
%2B2016&ots=-PsQCYsky-
&sig=xm9BWQd_d9rCt0nyLE9c5ygG1no#v=onepage&q=human %20resource
%20management%20%2B2016&f=false