Selection Strategies For HR - Small Business

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We handpick every product we feature. We may be compensated or earn commission from the links on this page.Small Business|Human Resources|Human Resources JobsSelection Strategies for HRBy Bridgette Redman, Contributor
Choosing a hiring strategy helps businesses select the best employee for the job.
Choosing a hiring strategy helps businesses select the best employee for the job.Getty

Hiring the right employees is crucial for any business, but small businesses can afford an even narrower margin of error when it comes to selection than larger corporations. The human resources department must choose which selection strategies it will adopt to screen candidates and find the best person for each job. The human resources director can choose from among standard selection strategies or combine elements of several to create one that works best for her individual business.

Knowledge, Skills and Abilities

One of the more traditional selection methods is to make choices based on knowledge, skills and abilities -- or KSAs. This selection method begins with job analysis. The human resources department analyzes each job and creates a job specification that lists all required knowledge, skills and abilities needed to perform the job. The human resources department then determines the best way to assess each candidate to determine whether he possesses those KSAs. The final step is to process all job applicants using those assessment tools.

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Outsourcing

Outsourcing is a selection strategy that human resources departments might adopt for hiring executives, temporary employees or for positions requiring a specialized skill set. The most common strategy is to hire search firms or "headhunters" to recruit, conduct assessments, check references, perform initial interviews and screen the large application pools. The final selection is still an internal responsibility that is performed based on the external firm's recommendations.

Multistage Selection Strategies

A multistage selection strategy combines a number of assessment tools as part of the process. The human resources department is responsible for validating each assessment tool and ensuring that it is legitimately related to the requirements of the open position. Examples of different stages in a multistage selection strategy are personality tests, skills tests, interviews and sample work performances. This strategy is paired with either a conjunctive or compensatory strategy.

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Conjunctive Selection Strategy

When the human resources department uses a conjunctive model, it administers multiple assessment tools in a series of stages. If a person does poorly on an initial assessment, he is eliminated from the pool of applicants. When using this strategy, assessment tools must be carefully ordered so that a candidate is not eliminated based on a less important criteria than one that is assessed later in the process. The advantage to this strategy, however, is that it is less costly than a compensatory strategy because later assessment tools are administered to fewer people.

Compensatory Selection Strategy

One way of avoiding the disadvantage of the conjunctive selection strategy is to use a compensatory selection strategy. This method administers all assessment tools to applicants at the same time -- or at least all of them are administered before a candidate is eliminated or selected. The scores of all assessment tools are combined to give each applicant a composite score. Under this system, an applicant is less likely to be eliminated based on the results of a single assessment tool and comparisons can be made among the composite results of all applicants.

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References

  • Reference for Business: Employee Screening and Selection
  • IPAC: An Exploratory Study on Selection Ratio

Resources

  • Selection Strategies: What Skills Do I Need in a Recruiter: HR or Sales?
  • SlideShare.net: Recruitment and Selection Strategies for Building a Strong Team
  • Biddle Consulting Group: EEOC Uniform Guidelines on Employee Selection Procedures
Bridgette RedmanContributor

As a professional writer since 1985, Bridgette Redman's career has included journalism, educational writing, book authoring and training. She's worked for daily newspapers, an educational publisher, websites, nonprofit associations and individuals. She is the author of two blogs, reviews live theater and has a weekly column in the "Lansing State Journal." She has a Bachelor of Arts in journalism from Michigan State University.

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