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.