Selection Methods are the tools and techniques organizations use to evaluate and choose candidates during the hiring process. They include interviews, assessments, work samples, reference checks, and background screenings.
Effective selection methods ensure that the best candidates are chosen fairly and consistently. They improve quality-of-hire, reduce turnover, and enhance legal defensibility. Poor selection methods lead to hiring mistakes, bias, and wasted resources.
Resumes and unstructured interviews only tell part of the story. Plum adds a proven selection method by measuring the soft skills that predict long-term success. With reliable, validated insights, you can reduce bias, improve quality of hire, and make smarter decisions at every stage of selection.
Improve selection methods with PlumSelection methods are a core responsibility of HR, shaping both the quality and fairness of hiring decisions. HR designs processes that balance efficiency with predictive accuracy, often integrating structured interviews, assessments, work samples, and references. By ensuring methods are valid, reliable, and job-related, HR reduces bias and improves quality-of-hire. Selection methods also affect candidate experience: clear, fair, and engaging processes improve employer branding and reduce drop-off rates. Ultimately, HR’s role is to select tools and processes that are cost-effective, scalable, and inclusive, while aligning closely with long-term organizational goals.
Interviews, pre-employment tests, work samples, reference checks, and background screenings.
High validity, reliability, fairness, and alignment with job requirements.
Yes. Using a combination of structured interviews, assessments, and references increases predictive accuracy.
Structured and validated methods reduce bias and improve fairness compared to unstructured interviews.
Only if they are job-related, validated, and applied consistently across candidates.