Using other selection methods

As well as interviewing, there are other ways to select the best candidate. Options include: practical tests ,psychometric tests ,assessment centres ,biodata. relevant to the job,well designed,When thinking about using any kind of test.

Tests can be done before or at the time of the interview, but should not be used as the sole method of candidate selection. Keep in mind that such tests could also be unlawful if they discriminate against candidates of a particular race, sex or age or who have a disability.You should use such tests only if they are:,relevant to the job,well designed,When thinking about using any kind of test, you should also weigh up the benefits against the costs of organising them.


Practical tests:These test ability and are usually done for:,manual jobs - trade skills ,secretarial jobs - word processing skills ,those working in call-centres or in telesales - telephone skills .when choosing a candidate from a group of people who do not have easily comparable skills or experience. They are more likely to be used when a manager is being sought

Psychometric tests:Psychometric tests can be useful when choosing a candidate from a group of people who do not have easily comparable skills or experience. They are more likely to be used when a manager is being sought. Psychometric tests can be used to measure intelligence, personality or aptitude for specific task