Deutsch: Mehrstufiger Ansatz / Español: Enfoque de múltiples obstáculos / Português: Abordagem de múltiplas barreiras / Français: Approche à obstacles multiples / Italiano: Approccio a più ostacoli /

Multiple-hurdle approach refers to a selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test.

The multiple-hurdle approach is a selection method commonly used in industrial and organizational psychology to identify the most qualified candidates for a job. It involves setting up a series of selection hurdles or tests that candidates must pass before moving on to the next stage in the selection process. Each hurdle represents a minimum requirement for the job, and candidates who do not meet the requirement are eliminated from consideration.

For example, a company might use a multiple-hurdle approach for selecting a new software engineer. The first hurdle might be a review of resumes to determine if the candidates meet the minimum education and experience requirements. Candidates who do not meet these requirements would be eliminated from consideration. The second hurdle might be a technical skills test to assess the candidates' ability to perform the necessary programming tasks. Only candidates who pass this hurdle would move on to the next stage, such as a behavioral interview.

Another example could be a police department using a multiple-hurdle approach to select new recruits. The first hurdle might be a written exam to test basic knowledge of the law and procedures. Candidates who pass this hurdle might move on to a physical fitness test, and those who pass that might then move on to a psychological evaluation. Only candidates who pass all the hurdles would be considered for employment.

The multiple-hurdle approach is a useful method for ensuring that candidates meet the minimum requirements for a job and have the necessary skills and abilities to perform the job. It is also a fair method of selection because all candidates are judged by the same criteria. However, it can be time-consuming and expensive to administer, especially if there are many candidates for the job.


Related Articles to the term 'Multiple-hurdle approach'

'Position Analysis' ■■■■■■■■■■
Position Analysis is a systematic method used in psychology, particularly in industrial and organizational . . . Read More
'Identifying job requirements' ■■■■■■■■■■
Identifying job requirements in the psychology context refers to the process of determining the specific . . . Read More
'Qualification' at quality-database.eu ■■■■■■■■■■
Qualification in the context of quality management refers to a systematic process of evaluating, assessing, . . . Read More
'Skill' ■■■■■■■■■
In the psychology context, a skill refers to the ability to perform tasks effectively through knowledge, . . . Read More
'Job Elements Inventory' ■■■■■■■■■
Job Elements Inventory is defined as a structured job analysis technique developed by Cornelius and Hakel . . . Read More
'Ability' at top500.de ■■■■■■■■■
Ability is defined as the skill and aptitude that an employee needs in order to perform successfully . . . Read More
'Psychology of Anti-Money Laundering' ■■■■■■■■
The psychology of Anti-Money Laundering (AML) delves into the intricate web of human behavior and decision-making . . . Read More
'Novice' ■■■■■■■■
Novice in psychology refers to an individual who is new or inexperienced in a specific skill, task, or . . . Read More
'Psychological Assessment' ■■■■■■■
Psychological assessment refers to the systematic evaluation of an individual's mental health, cognitive . . . Read More
'I can' ■■■■■■■
"I can" in the psychology context refers to a self-affirmation of capability and self-efficacy. It reflects . . . Read More