Selection

4.1 Selection Process

Selection is a series of steps designed to filter candidates down to the best fit. It is a negative process (eliminating unsuitable candidates) unlike recruitment (a positive, attracting process).

4.2 Types of Selection Tests

Test Type	What it Measures	Example Tools
Intelligence / IQ tests	General mental ability, reasoning	Wonderlic, CFIT
Aptitude tests	Potential to learn specific skills	Numerical, spatial, verbal reasoning
Personality tests	Traits, behavioural tendencies	Big Five (OCEAN), MBTI, 16PF
Achievement / Trade tests	Current skill level (e.g., typing speed)	Typing test, welding test
Interest inventories	Vocational interests	Strong Interest Inventory
Integrity tests	Honesty, reliability	Used in banking, retail (Stanton Survey)

4.3 Interview Types

• Structured interview: Predetermined questions; all candidates asked same set; high validity and reliability; reduces interviewer bias
• Unstructured interview: Free-flowing conversation; flexible but low reliability
• Panel interview: Multiple interviewers simultaneously; reduces individual bias (used in UPSC/IAS interviews — Personality Test)
• Stress interview: Deliberately challenging; tests composure and problem-solving
• Behavioural interview (STAR method): "Tell me about a time when..." — Situation, Task, Action, Result

Common interview biases:

• Halo effect: One positive trait colours the entire impression
• Stereotyping: Generalising based on group membership
• Contrast effect: Rating influenced by previous candidate's performance
• Leniency/strictness bias: Systematic tendency to rate everyone high or low

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