How Human Resource can select the best alternative?

Work simulation or work sample tests allow you to observe the candidate performing a task that mirrors the work he'll have to do once hired. Using this type of test assumes that the applicant already has the skills he is being hired to perform. You can use this selection technique most appropriately when hiring for technical jobs. Factories, for example, may use work simulation to test an applicant's abilities in operating machines, welding or reading blueprints. For clerical positions, you can measure typing and proofreading skills. Airline pilots can be tested using pilot simulation and rudder control tests.

A variety of psychometric tests can be administered either in paper-and-pencil or computer format. Personality tests asses traits associated with job performance, such as conscientiousness, agreeableness and emotional stability. They can also measure work preferences and assess how a candidate may fare in a team environment. Cognitive tests measure mental abilities like verbal and math skills, processing and reasoning abilities. Both, according to research pointed to by the Society for Human Resource Management, can accurately predict job performance and can be used to screen applicants for many types of jobs.

Situational judgment tests present scenarios to the job candidate similar to the ones he may encounter on the actual job site. The candidate must select from multiple options the most or least effective response to handling the scenario presented. These tests are usually administered in paper-and-pencil format or in videotaped form, with responses entered on a computer. Developing a situational judgment test typically proves more complicated than most other HR selection techniques since you must create both likely scenarios and response options.

The "assessment center" HR selection technique is often used to assess managerial and supervisory competencies. Assessment centers are like work sample tests in that they present the candidate with exercises that mirror situations they would encounter in the role or position for which he is being evaluated. Assessment centers typically use a variety of activities, such as role-playing exercises, analytical exercises, group discussions and in-basket activities where the applicant has a limited amount of time to complete given tasks. Assessment centers typically last one day or more in length.