What is the most effective selection" Hiring" method for interviews ? Why?

Agreed with Kazi Anwar ul Islam Anwar answer.

the most effective selection method will be based on the job description and openning we have.

technical jobs needs technical skills test,knowledge test.

a marketing job would require innovative skills test,proactiveness test,personality test..etc.

sales i would test them on personal,communication,listening,appearence skills and looks.

what i mean it varies from one position to another,i don't belive it works to test all candidates for all positions the same way.

i would spot  a good salesman from the first phone interview with him.

but cannot do it over the phone for finance or engineering.personality is more important with front office jobs,and technical knowlege with back office .

Dear Sami,

The most effective, valid methods of employee selection will be described below in detail.  They include:

1. General Mental Ability
2. Structured Interviews
3. Situational Judgment Tests

1.  GENERAL MENTAL ABILITY (GMA)

GMA (a.k.a., cognitive ability or g) is possibly the single most effective tool for selection.  In fact, this approach is effective at predicting future performance in every type of job,

At all job levels (from entry-level to CEO) and in every industry.  GMA can be assessed in a variety of ways, from30 minute paper and pencil tests like the Wonderlic, to more expensive online computer adaptive tests.  Both computer and paper & pencil tests are equally valid, allowing organizations to select the approach that fits best.

2.  STRUCTURED INTERVIEWS

These are not your standard interviews that start with “So tell me about yourself…”  In structured or behaviorally-based interviews, applicants are asked a series of specific, predetermined, job-related questions while their responses are scored using detailed criteria (often presented in a scoring guide that provides detailed descriptions on what constitutes each rating). 

An “interview panel” approach is often used, where2-3 trained managers ask the questions and score each response separately.  After the interview, their ratings are compared to determine the consistency or interrater reliability.  When responses are scored inconsistently, interviewers discuss their rationale and come to consensus.

3.  SITUATIONAL JUDGMENT TESTS (SJT)

These tests have been described as the multiple-choice equivalent to structured interviews.  In SJTs, applicants are asked to choose how they would respond to a variety of hypothetical situations that are relevant to the target job. 

Results indicate how that particular applicant will behave when faced with particular situations and decisions.  The ability of this method to predict how applicants will respond to complicated decisions makes SJTs one of the best approaches for managerial and technical positions.

WHAT ABOUT COMBINING THESE METHODS?

YES!  It is important to note that combining more than one instrument or method can greatly improve the predictive validity of your hiring process. 

For example, combining GMA tests with structured interviews will be much more effective than using either of them alone.  

Also, using any of these three methods would be better than evaluating applicant resumes and giving unstructured interviews or non-validated off-the-shelf tests.

Best Regards, 

Hany Sewilam Abdel Hamid

Business Development Manager

Entrepreneurship Coach & Consultant              

- facebook.com /Orkanza

- twitter.com /HanySewilam

We do follow2 &3 option as it helps us to assess the candidates qualification, experience and ability to express himself and then in case of short-listing, we ask them to have a presentation which is assignment based and in that session he/she has to brief it to subject experts and again query has been raised wrt his strategy and presentation of ideas and then finally one is selected or not.

Many organizations follow certain methods for interviews as per their requirement. This could be the following ways:

1. Short list the candidates from the received CVs.

2. Conduct the written Exam to find out the quality candidates. (For further short listing).

3. Call for interviews based on the secured marks obtained. This could be done without written exam as per the decision of HR.

4. Interview Board will find out the best candidate out of the attendees.

5. Psychometric test may be conducted for special requirement.

My mentor always said ...hire for attitude and train for skill .... 

I guess most effective one would combination of all in a little way. Because now days there is one vacancy and many people apply for the jobs as people are optimist about getting it so if someone doesnt properly check how capable candidate is through some rounds for performance & skills, assesment , how he /she fares and performs in a group, how he /she cope up with stress and pressure .

Its same process how gold is made by making it go through various process of heating  , cooling etc if you need best employee filter them and assess them properly in every possible way

Its advisable to have a   psychometric  test and  a one on one interview.

"HIRE TOUGH, MANAGE EASY”

I would like to thank all of the specialists, experts, Participants, for their Valuable inputs

Which, for sure, will enrich our expertise and knowledge’s, keeping all of us ahead of others and updated.

Regards

Sami Balboul     

i beleive this question is elastic , so it is difficult to answer it for there are normal jobs and ther are some jobs need technical skills and there are some jobs for talented candidates, hence every interview depends on the requirements of the job, but from my point of view as general face to face interview through pannels is more applicable and effective.

Competency based interviewing skills. In this, we have a clear map for each position - what competencies are "essential", and which are "desirable". We simply focus on the mandatory list to check. This saves time, energy and  money. And increases our "hit ratio" when it comes to recruitment.