SELECTION THE BEST

PEOPLE

SELECTION

The process of choosing from a

group of applicants those individuals
best suited for a particular position
and organization

SIGNIFICANCE OF EMPLOYEE
SELECTION

Affect the morale of the entire staff, especially

team
Cost a firm money ( higher for expatriate
assignments)
Affect the organizations distinctive advantage
Devastate a small companies

ENVIRONMENTAL FACTORS

Other HR Functions
Legal Considerations
Speed of Decision Making
Organizational Hierarchy
Applicant Pool
Type of Organization
Probationary Period

SELECTION PROCESS

The Preliminary Interview

Review of Applications and Rsums
Selection Tests
Employment Interviews
Reference and Background Checks
Selection Decision
Medical Examination

TYPES OF EMPLOYMENT TESTS

Differ in characteristics related to job

performance by individuals
Relate to :
cognitive abilities
psychomotor abilities
job knowledge
work samples

TYPES OF EMPLOYMENT TESTS (CONT.)

vocational interests
personality
substance abuse testing
genetic testing
internet testing
assessment centers

EMPLOYMENT INTERVIEW

A goal-oriented conversation
in which an interviewer and an
applicant supposedly exchange
information
Endured the preliminary
interview and scored
satisfactorily on selection tests
Need additional information
because of mislead
appearances
Willing to work and adapt to
the particular organization

INTERVIEW PLANNING

The speed in which the process

occurs
Physical location pleasant,
private, minimum of
interruptions
Interviewer pleasant
personality, empathy, the ability
to listen, and communicate
effectively, familiar with the
applicants qualifications,
develop a job profile

INTERVIEW CHECKLIST

Compare an applicants application and

rsums with job requirements
Develop questions related to the quality
sought
Prepare a step-by-step plan to present the
position, company, division and department
Determine how to ask for examples of past
applicant behavior, not what future behavior
might be

CONTENT OF INTERVIEW

Occupational experiences
Academic achievement
Interpersonal skills
Personal qualities
Organizational fit
Managements perception of the
degree to which the prospective employee
will fit in with the firms culture or
value system

CANDIDATES ROLE AND EXPECTATIONS

To learn the history of the company and a

description of its products and customers
To have understanding of the firms business
priorities, its strengths and weaknesses and
competitors
To be listened and understood
To be treated fairly with respect
To gather information about the job and the
company
To make an informed decision concerning the
desirability of the job

METHODS OF INTERVIEWING
One-on-one interview
Group interview
A meeting in which several job
applicants interact in the presence of
one or more company representatives

METHODS OF INTERVIEWING (CONT.)

Board interview
A meeting in which several
representatives of a company
interview a candidate in one or more
sessions
Stress interview
Internationally creates anxiety to
determine how a job applicant will
react in certain type of situations

POTENTIAL INTERVIEWING
PROBLEMS

Inappropriate Questions
Premature Judgments
Interviewer Domination
Inconsistent Questions
Central Tendency

POTENTIAL INTERVIEWING
PROBLEMS

Halo Error
Contrast Effects
Interviewer Bias
Lack of Training
Behavior Sample
Nonverbal Communication

VERIFICATION OF INFORMATION ACCURACY

Personal reference check

Background investigations
Polygraph tests
Outsourcing investigations

VERIFICATION OF INFORMATION
ACCURACY (CONT.)

Elements to verify
Previous employment
Education
Personal references
Criminal history
Driving record
Workers compensation history
Credit history
Social security no

REASONS TO CONDUCT
BACKGROUND INVESTIGATION

Negligent hiring
Assign a potentially dangerous
person to a position
At-risk employers
Occupational Safety and Health Acts
role
Double jeopardy
Due diligence required

THE SELECTION DECISION

An organization obtains and evaluates

information about the finalists in a job
selection process
Medical Examination
Notification of Candidates
Management should notify successful
and unsuccessful candidates of
selection decision as soon as possible.
20

INDUCTION TRAINING

Induction is the process whereby a person is

formally introduced and integrated into an
organization or system

INDUCTION TRAINING
The purpose of Induction
a. To help new recruits to find
their bearing
b. To begin to socialize
recruits into the culture and
norm
c. To support recruits in
beginning performance
d. To identify on-going
training and development
needs
e. To avoid initial problems at
the induction crisis

THE PROCESS OF INDUCTION

Step 1- Pinpoint the areas that the recruit

will have to learn to start the job
Step 2- Introduce the recruit to the work
premises and facilities
Step 3- Briefing by the HR manager on
relevant policies and procedures
Step 4- Introduce the recruit to key people in
the office including a mentor

THE PROCESS OF INDUCTION

(CONT.)

Step 5- Introduce work procedures

Step 6- Plan and implement an appropriate
training program for whatever the recruit is
needed
Step 7- Monitor initial progress as
demonstrated by performance, as reported by
the recruits mentor and by the recruit himself

Thanks You Very Much

For Your Attention

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