A criterion refers to the standards against which people or things will be measured. According to Sanders et al., 2021, a criterion is a set of skills, abilities, knowledge, and experience required for the job in employment selection. For example, it is best to do a job analysis when hiring an HR Operations Manager. The job analysis aims to determine the skills and knowledge required to perform the job effectively. To do a job analysis, one should observe the workers currently doing the job and survey other workers and supervisors. Based on the job analysis results, a test can be constructed that will measure the skills and knowledge needed to do the job. A criterion-related selection is a hiring method that uses standards and job requirements to match qualified candidates to the job.
For the case of hiring a “Hybrid” HR operations manager, two selection recommendation criteria are appropriate. The most common selection tests are aptitude tests and achievement tests. Aptitude tests predict how successful a person is likely to be at a job based on their general mental ability. Achievement tests predict how successful a person is expected to be at a job based on information that is specific to the job. A test should be fair to all individuals taking it and should not discriminate against any protected group of people.
Under the objective of the recruitment and selection test, the criterion-related selection test seeks to predict the future performance of the candidate in the job position. The further recommendation includes deciding to either hire high-risk or low-risk candidates. The former will be prone to be in a high-risk group while the latter is potentially a low-risk group. It is worth mentioning that selecting a high-risk candidate involves the selection of a potentially high-risk candidate. In other words, it is a test for discovering the candidate’s potential weaknesses. On the contrary, the low-risk selection method involves the selection of a potentially low-risk candidate. This test determines whether the candidate is likely to be in the low-risk group and not discover their weakness.
Here are a few psychological tests that can help you measure these traits. First, the Minnesota Multiphasic Personality Inventory can be outstanding for evaluating how individuals will handle themselves and their relationships. Second, the California Psychological Inventory is a great way to measure personality and applicants’ general personality and values. A third test that could be very useful is the Wonderlic Personnel Test. Assumedly, these tests give a good idea of how to select people based on their personality.
In conclusion, a criterion-related selection test as a predictor of future performance in the human resource operation position is a good predictor of an individual’s ability to perform a particular job. The test uses various personality, performance, and behavioral past test data that match specific criteria to predict a person’s future performance on a job. For example, companies analyze candidates’ past performance in a particular position to determine their future performance in the same job. Generally, companies want to hire candidates who will be able to maintain good work performance over a long period. They need to be aware that the candidate selected will fit into the company’s culture and possess the necessary skills to do the job. The selection approach should be particular, matching the HR Operation Manager Position.
Reference
Sanders, K., Bednall, T. C., & Yang, H. (2021). HR strength: past, current, and future research. In Handbook on HR Process Research. Edward Elgar Publishing.