Ilias Kapoutsis

Associate Professor of Management

E-mail: ikapoutsis@aueb.gr
 Outline for presentation
learning objectives

1 Explain the 2 Examine the

importance of development and use
viewing selection as a of selection criteria
two-way process

4 Review
3. Evaluate the range developments in
of selection methods online selection,
that are available particularly the use of
AI

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 Selection is a two-way process

Applicants evaluate the developing relationship between themselves and

the prospective employer via:
• social media and correspondence from potential employers
• their experience of the selection methods used by the employer
• the information they gained at interview.

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 1/3 of organisations lose candidates due to the
length of the recruitment and selection process
Practical advice:
1 Reply, meaningfully and quickly. Use of social network sites can facilitate
this but other forms of communication also need to be effective.
2 Inform applicants on what they want to know.
o How long will they have to wait for an answer?
o If you ask them in for interview or to an assessment centre, how
long will it take, what will it involve, do you cover expenses, can
they park their car, how do they find you, etc.?
3 Interviewers need to have full knowledge of the relevant information
and the skills to manage the interaction effectively.
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 Selection criteria

JOB FIT TEAM/FUNCTIONAL FIT ORGANISATIONAL FIT; USE

OF COMPETENCE PROFILES

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 Shortlisting
Screening via social network sites
Five important steps to ensure the process is robust (Davison et al.,
2012):
1. Devise and publish a policy to guide appropriate screening
behaviour.
2. Ensure that screening is based on the formal selection criteria and
not irrelevant material.
3. Evaluate the benefits of this approach and ensure that they outweigh
the risks.
4. Ensure that there is a standard screening process conducted by a few
people that leads to broadly similar selection decisions.
5. Check that the information used from SNS is accurate.
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Shortlisting
Screening
Applicant
Tracking
Systems (ATS)

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 Five-stage screening process

1 2 3 4 5
Panel members Produce personal Selectors reveal Classify Selectors produce
agree essential lists. Look for their lists and find candidates as a final shortlist by
criteria. strengths by their consensus. ‘strong’, ‘possible’ discussion.
focusing on who or ‘not suitable’.
can be included
rather than who
can be excluded.

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 Selection methods

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 Which method to use?
Depends upon a number of factors

Selection criteria Acceptability Abilities of the Administrative Time factors

for the post to and staff involved in ease
be filled appropriateness the selection
of the methods process

Cost Accuracy

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 Traditional methods of selection
The classic trio
Application forms
Distance interviews
References

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 Advanced methods of selection

Testing
• Aptitude (General intelligence and Special aptitude)
• Attainment
• Personality
• Work sampling

Make sure that tests are:

Valid
Reliable
Used and interpreted by specialists
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 Advanced methods of selection

Group methods
Assessment centers

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 Key takeaways
#1

Selection is a two-way process.

The use of technology and AI in selection is increasing.

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 Key takeaways
#2

Selection criteria derived from

person specifications & competency profiles are essential
to a structured and effective shortlisting process.
Values are also important.

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 Key takeaways
#3

Chose a combination of selection methods based upon

the job, appropriateness, acceptability, time,
administrative ease, cost, accuracy and the abilities of
the selection staff.

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 Key takeaways
#4

The most well-used selection methods are

application forms, interviews
(including those conducted by video and telephone),
tests, group selection procedures, assessment centres
and references.
The use of online methods continues to increase.
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 Key takeaways
#5

Use a procedure for selection decision making to

integrate all the information available.

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 Key takeaways
#6

Selection methods should be evaluated for their

effectiveness.

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 Recommended readings

[Chapter 9] Torrington, D., Hall, L., Taylor, S., and Atkinsos, C. (2020),
Human resource management, 11th edition, Pearson. ISBN: 978-1-292-
26164-5

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