Selection Procedure Report - University Assignment

This report analyzes a selection procedure, evaluating methods for assessing candidates in recruitment and induction processes. Part A examines the best selection methods for criteria like education, work experience, communication, and interpersonal skills, suggesting tools such as document checks, role-play, interviews, and personality inventories. Part B analyzes application-to-hire ratios for different demographics, identifying potential adverse impacts based on the provided data. Part C discusses the importance of reliability and validity in selection methods, defining them as consistency and the ability to measure what is intended, respectively. The report emphasizes that both are crucial for a fair and effective selection process. References include works on selection assessment methods and interviewing techniques.

RUNNING HEAD: RECRUITMENT AND INDUCTION
Title: Selection Procedure
Name of Student:
Name of University:
Author Note:

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RECRUITMENT AND INDUCTION
Part A:
1. Education: the required educational criterion for the post is of a high school education having
a bachelor or associate degree. The best way of selection in this respect is to check the
documents or the resume. Documents offer a validity, which cannot be generated through a
situational role-play. Moreover in the momentary test, the candidate may not be able to deliver
the quality he or she has out of nervousness.
2. Work Experience: the quality or experience that a candidate has cannot be always evaluated
by the documents. A role-play exercise or the cross-referencing will be more beneficial in this
respect. Role-play is the best option to evaluate the experience and capabilities of a candidate.
3. Ability to deal with Currency- Interview and test will be the suitable options. While interview
will help the recruiter to verbally understand the competency of the candidate, a written test will
showcase his or her analytical strength. (Doyle 2018)
4. Communication- the best way to judge will be personality inventory and an interview. The
personality inventory will help in understanding the behavioural response of the candidate. The
interview on the other will enable the recruiter to understand how the candidate is presenting
oneself and describing himself or herself.
5. Interpersonal Skills: Role play is a beneficial method of selection in this level as this helps in
understanding how the candidate is communicating with others.
6. Job motivation: Personality inventory will be beneficial in this respect as this will help the
recruiter know about the motivational push and the motivational needs of the candidate.

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RECRUITMENT AND INDUCTION
Part B:
The respective ratio of application and hired are:
1. Male: 3:1 (20%) 75 applied 15 heired. Percentage is 15/75*100
2. Female: 23:4 (17%) 115 applied 20 heired. Percentage is 20/115*100
3. Caucasians: 5:1 (20%) 150 applied 30 heired. Percentage is 30/150*100
4. Minorities: 8:1 (12%) 40 applied heired 5. Percentage is 5/40*100
In case of the minorities and non-minorities, there is apparently presence of the adverse
impact as the difference ratio is not less than. The difference in the ratio may also be cause of the
less number of minorities in the sector. However, adverse impact is not explicitly present in the
selection of male and female candidates.
Part C:
Reliability and Validity are the two major components required for the selection methods.
Reliability refers to the idea that the means that has been used in the selection methods and tests
and to generate the result are consistent and will not vary with place time or subject (Vulpen )
. On the other hand, validity is also related with reliability as; validity stands for the affirmation
that the test has measured what exactly it is assigned to measure. Reliability is important in the
context that it looks after the fact whether the selection process is consistent and not
discriminatory in nature. However, reliability does not always ensure that the test shall be valid.
Validity measures the skills and competencies actually required for the job (Pulakos 2005).
Thus, both Validity and reliability are essential in the selection process. For example, for a

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particular job, interview is taken. Reliability reflects the fact that interview will be taken to every
candidate applying for the job. Validity is proving the fact that interview will actually measure
the competency of the candidate required for the job.

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RECRUITMENT AND INDUCTION
Reference List:
Doyle (2018). Behavioral Interviewing Techniques and Strategies
Vulpen (nd). Recruiting Metrics You Should Know About
Pulakos (2005). Selection Assessment Methods