Outline the different selection methods that are available to organisations and discuss how the use of assessment centres might support the selection process.

During the selection process, a company may utilise a variety of methods in order to be sure of which applicant they wish to hire. These methods will include widely used techniques such as requesting a curricula vitae be submitted, a face-to-face interview and references from employers. Another method to support the process, is the use of assessment centres. Assessment centres were originally introduced during World War Two in order to select officers in the army and navy (Ballantyne & Pover 2004 p.3-4). However since then they have become more commonly used within businesses with, according to research by the Industrial Relations Services, over 50% using them (Martin & Jackson 2002 pg.130). An assessment centre can support the selection process by allowing a business to observe applicants whilst they carry out a number of set tasks such as individual or group work, analytical exercises, oral or written output and input or role play. Assessment centres will also allow businesses to gain an insight into the characteristics of the candidates as they perform tasks which are as similar to job reality as possible (CIPD 2013).

In order for any method to be effective, there are numerous criteria which must be true of the method. First the method must be both reliable and valid. Reliability is defined by Ungerson as “the confidence one can have that if it is used more than once, it will give the same, or a similar result.” (Ungerson 1983). Whilst Lewis defines it as “the consistency in the way that candidates for the same job are assessed.” (Lewis 1992). Thus we can consider reliability to be the accuracy of the method. Validity however is defined as “the measurement measuring what it was designed to