Selection Methods for position of HR

Section Head
Submitted by

Esraa Seoudi Saif

The assignment is submitted in total fulfilment

of the requirement management course

MBA
Prof. Dr. Ayman Metwally

Arab Academy for Science, Technology & Maritime Transport

Egypt
What Selec�on methods are most appropriate for posi�on of HR Sec�on Head (Explain giving examples).

Selec�ng the most appropriate candidate for an HR Sec�on Head posi�on requires a though�ul and
comprehensive approach. It involves evalua�ng candidates' skills, experience, and cultural fit with the
organiza�on. Here are some selec�on methods that are commonly used and suitable for assessing
candidates for an HR Sec�on Head posi�on:

- Assessment Centers: Develop exercises that mimic the tasks and challenges an HR Sec�on Head
would face, such as role-playing employee conflict resolu�on, designing HR strategies, or
conduc�ng performance reviews. This provides a more realis�c evalua�on of candidates' skills.

Example: htps://jobmaster.jobmastergroup.com/index.php?r=page&id=Assessment_Centres

- Psychometric Assessments: Use personality and ap�tude assessments to gauge candidates'

suitability for the leadership and management aspects of the role. These tests can help iden�fy
traits such as leadership poten�al, emo�onal intelligence, and communica�on style.

Example: htps://www.prac�ceap�tudetests.com/psychometric-tests/

- Presenta�on or Case Study: Ask candidates to prepare and deliver a presenta�on on a relevant
HR topic or to analyze a complex HR-related case study. This assesses their ability to
communicate effec�vely, analyze situa�ons, and provide strategic recommenda�ons.

Example: htps://sg.indeed.com/career-advice/interviewing/case-study-interview-examples

- Situa�onal judgment test: A situa�onal judgment test (SJT) is a behavioral examina�on that
shows work scenarios to a candidate, followed by a series of mul�ple-choice answers to indicate
how they might respond. This method can allow a hiring manager to beter understand how a
candidate might react to everyday situa�ons, par�cularly conflicts or high-energy events. A
hiring process for a managerial posi�on may especially benefit from implemen�ng this test, as
they require certain decision-making skills and interpersonal ap�tudes.

Example: htps://www.shl.com/shldirect/en/example-ques�ons/situa�onal-judgement/

My organiza�on uses currently htps://www.criteriacorp.com/assessments as a main assessment center

for the company different posi�ons.
Most three used assessments are with their score defini�on sample;

• The CCAT is a pre-employment ap�tude test that measures an individual's ap�tude, or ability to
solve problems, digest and apply informa�on, learn new skills, and think cri�cally. Individuals
with high ap�tude are more likely to be quick learners and high performers than are individuals
with low ap�tude. The CCAT consists of 50 items; very few people finish all 50 items in the 15
minute �me limit. The CCAT is one of the most popular employment ap�tude assessments in the
United States, having been administered more than 5 million �mes.

• The Criteria Mechanical Reasoning Assessment (CMRA) measures a candidate’s mechanical

ap�tude and reasoning ability. The CMRA is a short, mobile-friendly test that can predict
performance for occupa�ons involving the opera�on, maintenance, and servicing of tools,
equipment, and machinery. Reading level for the CMRA is es�mated to be at the sixth-grade
level, and the content is designed to minimize gender and racial/ethnic bias that can occur in
other tradi�onal mechanical ap�tude tests.

• Cognify is an award-winning game-based assessment that measures cogni�ve ap�tude, one of

the best predictors of job success. By combining innova�ve game design with proven cogni�ve
assessment methods, Cognify emphasizes a world-class candidate experience that delivers rich
insights about each applicant. The assessment features three highly engaging and interac�ve
games that measure a candidate’s ability to solve problems, work with numbers, and correctly
interpret and edit writen text.
 Vince Sample
Position: Sample Test Portfolio
Test Date: June 5, 2023
Test Event ID: ABC-D1Fg-2H3I-jklmN | Test Ver: 1.0

The CCAT measures cognitive aptitude, or general intelligence. This test provides
an indication of a subject’s ability to solve problems, digest and apply information,
24 50
learn new skills, and think critically. Cognitive aptitude is one of the most accurate Raw Score Percentile
job predictors of job success for any position.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50

Vince Sample achieved an overall score of 24, which means Vince answered 24 questions correctly. This corresponds to a percentile
rank of 50, meaning Vince scored better than 50% of the people who have taken this test. Below are details of how Vince performed in
specific sub categories.

58 62 24
Ability to visualize, make spatial Reasoning and comprehension of Ability to reason using numbers and
judgements, and problem solve; words, constructive thinking, and numerical concepts. Also measures
correlated to general intelligence. attention to detail. logic and analytical thinking.

Sample - CCAT Score Report - Page 1 Copyright © 2005-2023, Criteria Corp. All Rights Reserved • [email protected]
 Suggested CCAT Score Ranges by Position *Based on global norms compiled by Criteria Corp.

Vince Sample | Score: 24

Accounting (Range: 20-50) In Range

0 10 20 30 40 50

Analyst (Range: 22-50) In Range

0 10 20 30 40 50

Architecture and Drafting (Range: 20-50) In Range

0 10 20 30 40 50

Art and Design (Range: 19-50) In Range

0 10 20 30 40 50

Aviation (Range: 20-50) In Range

0 10 20 30 40 50

Business Operations Specialist (Range: 20-50) In Range

0 10 20 30 40 50

Counselling and Social Work (Range: 20-50) In Range

0 10 20 30 40 50

Customer Service Manager (Range: 19-50) In Range

0 10 20 30 40 50

Customer Service Representative (Range: 17-50) In Range

0 10 20 30 40 50

Data Analytics and Statistics (Range: 24-50) In Range

0 10 20 30 40 50

Education (Range: 20-50) In Range

0 10 20 30 40 50

Emergency and Protective (Range: 19-50) In Range

0 10 20 30 40 50

Engineering (Range: 22-50) In Range

0 10 20 30 40 50

Finance Manager (Range: 22-50) In Range

0 10 20 30 40 50

Financial Services (Range: 20-50) In Range

0 10 20 30 40 50

HR Manager (Range: 21-50) In Range

0 10 20 30 40 50

Human Resources (Range: 20-50) In Range

0 10 20 30 40 50

IT and Computing Systems (Range: 21-50) In Range

0 10 20 30 40 50

IT Manager (Range: 20-50) In Range

0 10 20 30 40 50

IT Support (Range: 20-50) In Range

0 10 20 30 40 50

Journalism and Communications (Range: 20-50) In Range

0 10 20 30 40 50

Legal (Range: 24-50) In Range

0 10 20 30 40 50

Management (Range: 20-50) In Range

0 10 20 30 40 50

Sample - CCAT Score Report - Page 2 Copyright © 2005-2023, Criteria Corp. All Rights Reserved • [email protected]
 Suggested CCAT Score Ranges by Position *Based on global norms compiled by Criteria Corp.

Vince Sample | Score: 24

Marketing and Product (Range: 21-50) In Range

0 10 20 30 40 50

Media Production (Range: 20-50) In Range

0 10 20 30 40 50

Medical Assistance (Range: 19-50) In Range

0 10 20 30 40 50

Medicine and Healthcare (Range: 22-50) In Range

0 10 20 30 40 50

Nursing (Range: 21-50) In Range

0 10 20 30 40 50

Office and Administrative Support (Range: 19-50) In Range

0 10 20 30 40 50

Paralegal and Legal Support (Range: 19-50) In Range

0 10 20 30 40 50

Plant Operator (Range: 18-50) In Range

0 10 20 30 40 50

Production Manager / Supervisor (Range: 19-50) In Range

0 10 20 30 40 50

Project Manager (Range: 21-50) In Range

0 10 20 30 40 50

Retail Sales (Range: 17-50) In Range

0 10 20 30 40 50

Sales / Account Executive (Range: 19-50) In Range

0 10 20 30 40 50

Sales Manager (Range: 20-50) In Range

0 10 20 30 40 50

Sales Representative (Range: 17-50) In Range

0 10 20 30 40 50

Science and Research (Range: 22-50) In Range

0 10 20 30 40 50

Senior and Executive Leadership (Range: 22-50) In Range

0 10 20 30 40 50

Service Technician (Range: 17-50) In Range

0 10 20 30 40 50

Software Development (Range: 20-50) In Range

0 10 20 30 40 50

Store Manager (Range: 18-50) In Range

0 10 20 30 40 50

Sample - CCAT Score Report - Page 2 Copyright © 2005-2023, Criteria Corp. All Rights Reserved • [email protected]
 Vince Sample
Position: Sample Test Portfolio
Test Date: June 5, 2023
Test Event ID: ABC-D1Fg-2H3I-jklmN | Test Ver: 1.0

22 60

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

Vince Sample achieved an overall score of 22, which means Vince answered 22 questions correctly. This corresponds to a percentile
rank of 60, meaning Vince scored better than 60% of the people who have taken this test.

Sample - CMRA Score Report - Page 1

 Suggested CMRA Score Ranges by Position *Based on global norms compiled by Criteria Corp.

Vince Sample | Score: 22

Driver (Range: 14-30) In Range

0 6 12 18 24 30

Engineering (Range: 18-30) In Range

0 6 12 18 24 30

Farming, Agriculture and Forestry (Range: 13-30) In Range

0 6 12 18 24 30

Freight and Distribution (Range: 14-30) In Range

0 6 12 18 24 30

Front Line Supervision (Range: 16-30) In Range

0 6 12 18 24 30

Grounds and Cleaning (Range: 14-30) In Range

0 6 12 18 24 30

Machinist / Manufacturing (Range: 14-30) In Range

0 6 12 18 24 30

Mining, Oil, and Gas Worker (Range: 15-30) In Range

0 6 12 18 24 30

Plant Operator (Range: 17-30) In Range

0 6 12 18 24 30

Production Manager / Supervisor (Range: 16-30) In Range

0 6 12 18 24 30

Production Worker (Range: 14-30) In Range

0 6 12 18 24 30

Retail Sales (Range: 14-30) In Range

0 6 12 18 24 30

Sales Representative (Range: 15-30) In Range

0 6 12 18 24 30

Service Technician (Range: 16-30) In Range

0 6 12 18 24 30

Trades and Construction (Range: 16-30) In Range

0 6 12 18 24 30

Sample - CMRA Score Report - Page 2 Copyright © 2005-2023, Criteria Corp. All Rights Reserved • [email protected]
 Vince Sample
Position: Sample Test Portfolio
Test Date: June 5, 2023
Test Event ID: ABC-D1Fg-2H3I-jklmN | Test Ver: 1.0

Cognify is a game-based assessment of cognitive aptitude that predicts employee

performance at work. Candidates who score well on Cognify are likely to problem 67th Percentile
solve effectively, work well with numbers, process information quickly and accurately, Average
and demonstrate strong reading and writing skills.

67

Vince's overall Cognify score was higher than 67 percent of the general population, which indicates that they are likely to:

• Learn new tasks as quickly and accurately as most people • Apply numerical and mathematical knowledge as well as most
people
• Have sound problem solving abilities
• Extract meaning and identify errors in written text with high
• Be as easily trained and upskilled as most people accuracy

66 43 92

abilities such as reasoning, evaluating Reasoning abilities such as solving as identifying misspelled words and
and learning under pressure. These mathematical problems under time punctuation errors. These abilities are
abilities influence the capacity to learn pressure. This ability is important where important for roles where reading and
quickly on the job and succeed in a role. working with numbers is critical. writing are required for day-to-day tasks.

Sample - Cognify Score Report - Page 1 Copyright © 2005-2023, Criteria Corp. All Rights Reserved • [email protected]