3 Basic Principles for Effective Selection System Design

Employee selection is the starting point for effective HR Talent Management. While selection system design is primarily driven by the nature of the position, there are a few basic selection design principles. Here are three of my recommendations for designing an effective and efficient selection process.

Create a Design Matrix

Selection system design starts with identifying the job requirements of the open position. There should be a systematic review of behaviorally-defined competencies by one or more subject matter experts. In addition to competency requirements, there also should be a consideration of other elements associated with job success such as background requirements, experience requirements, cognitive requirements and important traits. Once the job requirements have been identified, the next step is to identify selection methods that are capable of reliably measuring the job requirements. The best way to do this is to create a matrix with job requirements on one axis and selection tools on the other. Place a check next to each requirement that will be measured with each tool. The resulting matrix should guide the selection of which tools to include as well as provide a framework for how to integrate the data gathered during the selection process.

Use a Funnel Design to Narrow Candidate Pools

Positions that attract large candidate pools often use a multiple step selection process. This type of design is referred to as a multiple hurdle system. At each stage, or hurdle, the candidate pool is further reduced in size, creating a funnel effect to make the candidate pool more manageable. The decision to use multiple hurdles must be weighed against the need for speed in processing candidates. The design matrix should be reordered to reflect the sequence or stages of the selection process.

Put Less Expensive Elements at the Beginning of the Process

A basic principle of selection is to use expensive selection techniques such as business simulations and onsite full length interviews only on your final pool of people. Less expensive techniques are used at the beginning of the selection process when you are dealing with a larger candidate pool. Some common inexpensive screening techniques include:

• Resume Matching Technology – There are a number of technologies that have been developed to search resume content for key constructs, phrases or words that are relevant for a given position. They provide a tremendous efficiency advantage over manual resume reviews. Unfortunately, they are not necessarily accurate.
• Scored Application Forms – The application form also is a traditional source for evaluating candidate potential. There is typically a lot of overlap in information provided by a resume and information requested on an application form. The primary difference is the application form is a structured process that solicits the same information from all candidates. It overcomes the problem of difference in resume content and formats. It also allows the addition of specific questions regarding qualifications, preferences and experiences that are important to the employer.
• Custom Screening Questionnaires – Custom screening questionnaires are similar to application forms but are designed specifically for a particular job. Structured questions that relate to the specific requirements of the job are created. These questionnaires are most commonly presented online and scored in real time. Differential weights are applied to candidate responses to create a weighted score. Knock out factors on mandatory requirements are included.
• Validated Tests – Short, validated tests are a very common way to screen candidates. Testing is particularly prevalent for customer service, sales and call center positions.
• Video/telephone screens – Increasingly, video interviews are being used as a screening technique and replacing the more traditional telephone screen.

Putting It All Together – Summary

A well designed selection system should start with clear connections to the requirements of the job and provide reliable and adequate measures of those requirements. It should have a logical design plan that shows the flow and sequence of activities and the coverage of requirements that each select tool provides. The design should provide an efficient management of the candidate pool while also providing a positive candidate experience. Finally, and most importantly, it should produce an accurate prediction of job success.