Selection Techniques in HRM: Choosing Your Future Workforce

Selection Techniques in HRM, you say? Well, think of it like this – it’s all about picking the right people for the job.

It’s like choosing your fantasy football team but in a business setting. The better players you get, the better your team performs, right? So, in HRM, you’ve got to have the best techniques to pick out these star players.

You need to spot that potential and bring it on board. Easy peasy, right? Well, there’s a bit more to it than that, but don’t worry, I’ve got you covered in this article!

What Does The Employee Selection Methods Mean?

Employee selection methods help the company to get the right candidate for the right job. It explains how expertise, experience, skills, and education will work as assets for organizational development. 

The selection techniques will include interviews, background checks, tests, and questionnaires to recognize the best talent from the long list of candidates.

Many crucial methods help in the candidate selection process. 

Different Candidate Selection Techniques In HRM?

Look below for the list of different selection techniques in HRM:

Resume screening as per the job description.

The emails and the online job portals will have employees’ resumes. The HR department must screen those resumes and select a few from the list for further processes. 

Here, the selectors would have criteria like educational qualifications, skill set, experience, etc., which they use to screen and select high-quality resumes. 

AI is also applied to screen the best resumes based on the job description.

Preliminary screening before several tests.

There’s an initial screening before the cognitive tests and personal interview sessions. 

Generally, the HR department sends the test questions in the mail to candidates selected in the first round. 

If the candidates successfully answered those questions correctly, it would open up their way for further steps.

Cognitive tests

Many organizations also prefer cognitive tests before they take an in-person interview. 

By taking a cognitive test, the company will learn about the analytical skills, level of expertise, and the person’s capacity to work on critical functions. 

Some external factors often affect these results. But usually, the HR manager has an idea about these factors. 

Going through the references.

The resume would have a few references, which the hiring manager would check. This step will explain how the references feel about the candidate. 

Do the candidates have some unique characteristics? With the help of references, the company will figure out the skills set that the candidate has. 

The hiring manager would want to understand the candidates’ attributes. It will be possible only when the hiring manager gets a chance to connect with the references of the candidates or an old colleague of the candidate.

Personal interview

The most crucial step in the selection process is the personal interview. When the hiring manager feels that a few candidates are too good and deserve to attend the in-person interview, only those candidates will attend this round.

There are different types of interviews. Some hiring managers prefer structured interviews where they have a set of questions that they ask all the selected candidates. 

Some interviewers ask questions about the information the candidates mentioned in the resume. 

However, there are other ways to determine which candidates are the best. There are a few more that would follow the interview session.

Personality tests and analysis

Suppose the hiring manager feels that some candidates have high-quality resumes and are outstanding in tests and in-person interviews. 

In that case, there will be personality tests and analyses, which will make the picture more transparent.

The hiring managers clearly know what attributes are crucial and what traits will help the candidate suit the job. Thus, personality assessment plays a pivotal role in the hiring process.

For example, if the candidate is going to be part of the customer service department, then he has to be communicative, cheerful, and patient. If the candidate is going to head the team, he should have leadership qualities.

An evaluation of the field knowledge and expertise.

The HR manager must determine the skill sets based on the job requirements and description. 

The hiring manager should also evaluate the details of the knowledge and expertise that the candidate has. 

A job might need someone with the perfect role, so an assessment of the skills and expertise makes a big difference.

Situational assessment tests

The situational tests and assessments provide insight to the candidates about the different situations. 

They are then judged on that note. There are some requirements that the candidates must get ahead with. 

If they are good at decision-making or have special skills when exposed to specific situations, then it will help the manager decide which candidates are best.

Group interview

The group interview process is a good and essential tool for making the relevant decision. 

Group interviews will prove crucial if the hiring manager is supposed to hire a team. There are several positions where the teams must work in coordination and with high energy.


Many companies also want to see how candidates perform and work in real-life situations. 

Thus, they offer internships or apprentices to them. It helps the interns to know the company culture and how they need to work in this new place. 

Before the intern becomes an employee, the company will also get first-hand information about the quality of work, the efficiency of the intern, and details about his traits.

Assessment of the candidates’ value system

The company must also know about the integrity, values, and ethics of the person who joins the company. 

With integrity assessment, the hiring manager can avoid future conflicts and establish a baseline about how the candidate behaves.

 Physical assessment

There are a few specific jobs, like firefighter or policeman, where physical assessments and tests are crucial. 

There would be tests like climbing the hurdle or running a few rounds etc. All these tests will give the hiring manager an idea about the candidates’ physical capacities and capabilities.

Conducting background checks

Background checks are critical to understanding how the references or past employers perceive the candidate. 

The person’s socio-economic background and reputation will make a difference in how he performs at his current job.

Seeking Referrals from The Current Employees

One of the most common hiring and selection techniques is the referral process.

The current employees suggest the names of candidates or refer to the candidates and send the resumes to the company. 

It is also one of the good ways to go through the referrals, select and then hire new candidates.

Asking Behavioral Questions at The Interview

There’s one more selection technique that HRM would use, and that includes asking behavioral questions. 

This set of questions will not have the typical interview questions. There would be an interview about how others behave and what the candidate will do under such circumstances. 

It will give the interviewer an idea about how the behavior of the candidate when he receives some negative or positive behavioral aspects from others. 

Selection based on a work assignment

In some companies, the candidates get selected based on their practical work capabilities. 

The hiring manager might give a specific work assignment, project, or task to prepare and present a meeting or report. 

If this particular assignment works well, the hiring manager might want to make the candidate a permanent employee.

The selection process is complex, and the candidates must be assessed, analyzed, and judged using various protocols. It is crucial to note that every selection method is only partial. 

The hiring manager may have to use many ways or combinations of methods and techniques to come down to a conclusion. 


Well, there you have it! “Selection Techniques in HRM” aren’t just hoops for applicants to jump through – they’re essential tools to help businesses thrive.

From resumes and interviews to tests and assessment centers, each technique helps to ensure that the right people land the right jobs.

After all, a company is only as strong as its team, right? So, it’s all about choosing the right mix of techniques for your unique needs.

Remember, the aim isn’t just to fill a vacant position but to find someone who can add value to the team. Now that’s a win-win for everyone!

Selection Techniques In HRM FAQs

What’s this “Selection Techniques in HRM” thing all about?

It’s all about how HR folks pick the right people for the job. Think of it as their secret recipe for building excellent teams!

Are there different types of selection techniques?

Absolutely! HR can use various tools, from interviews and tests to group activities and presentations.

Why do we need different selection techniques?

Well, people are different, right? So, different techniques help HR to see everyone’s unique skills and talents. It’s like shining a light on what makes each of us unique.

How do I know which selection techniques to use?

Good question! It really depends on the job and the skills you’re looking for. Your best bet? Mix it up and see what works best for you.

Keep exploring. Don’t forget to check out the ? articles.

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