EMPLOYEE SELECTION

Employee Selection

Selection is the process of gathering information about applicants for a position and then using that information to choose the most appropriate applicant.
The Goal of the Selection Process is: Differentiating between applicants in order to identify those with a greater likelihood of success in a job

What is the difference between Recruitment & Selection

The Selection Process

The Selection Process

External Environment Internal Environment Recruited Individuals Preliminary Interviews Application Blank

Rejected Applicants

Selection Tests Employment Interviews Reference and Background Checks Selection Decision Physical Examination (if job related) Employed Individual

The Selection Process Involves:

Preliminary Interviews Applications of Employment Rsums Employment Selection Tests Employment Interviews Reference & Background Checks Selection Decision

Preliminary Interview

Initial Applicant Screening to Remove Individuals Who Obviously Do Not Meet the Position Requirements A Few Straightforward Questions are Asked May be Well Qualified to Work in Other Open Positions Courtesy Interview

Review Of Applications

Application Blank : Form used to collect information on various aspects of the applicants academic , social , demographic, work related backgrounds. Weighted Application Blanks: Applications are Evaluated to Isolate An Apparent Match Between the Individual & the Position Can Be a Real Time-saver Essential Information is in a Standardized Format.

Application Blank

Contents of Application Blanks : - Personal Data - Marital Data - Physical Data - Educational Data - Employment Data - References

Weighted Application Blank

To make the application form more job-related , some organizations assign numeric values to responses provided by applicants .The total score of each applicant is obtained by summing the weights of the individual item responses .The resulting scores are then used in the selection decision. Usefulness: 1. It introduces the candidate to the company in a formal way. 2.It helps the company to have a cross comparison of applicants. 3. It can serve as a basis for initiating a dialogue at the interview.

Review Of Rsum

A Common Method Applicants Use to Present Their Education Background, Skills and Competencies, Work History and Qualifications There Are No Hard and Fast Rules for Designing Rsums Rsums Must Be Concise Unwisely, Many Prospective Employers Spend Little Time Reading Rsums

Types of Employment Tests

Aptitude Tests Job Knowledge Tests Personality Tests

Types of Employment Tests (Continued)

Achievement Tests Work sampling Tests Assessment Centre

Tests which help in testing the proficiency of the person are also known as Work Sampling Tests. Are miniature replicas of actual job requirements.

Difference between Work Sample Method and Assessment centre.

WORK SAMPLE -routine, repetitive jobs with visible outcomes. -Takes a few minutes -Evaluated by one superior. -Can be done on location where the applicant performs a small segment of the job. - Usually completed on one applicant at a time. ASSESSMENT CENTRE -managerial jobs. - long process -Evaluated by a team of trained observers. - Requires a separate facility. - usually performed on groups of applicants at the same time.

Characteristics of Properly Designed Selection Tests

s s s s s

Reliability Validity Standardization Objectivity Norms

Reliability: Test Scores should not vary widely under repeated

conditions.( If repeated should get identical scores).

Validity : Validity is the extent to which an instrument measures

what it intends to measure .( If a person has done well both in selection and subsequently on the job, the test of selection would be accepted as a valid technique for selection.

Standardization : There must be prescribed methods and

procedures for administering the test and for scoring or interpreting it.

Objectivity:Should be away from any kind of Biasness.

Content Of The Employment Interview: A Job-oriented Conversation In Which The Interviewer & Applicant Exchange Information And Employment Expectations

s s s s s

Occupational Experience Academic Achievement Interpersonal Skills Personal Qualities Organizational Fit

Types of Interviews

Unstructured (Nondirective) Interview

Structured (Directive or Patterned) Interview

Behaviour Description Interviewing

Types of Structured (Directive or Patterned) Interview Questions

Situational Questions

Job Knowledge Questions Job-sample Simulation Questions Worker Requirements Questions

Job Simulation/Situational Question

You are the last person to in the office who can attend the phone calls in the office . Your sales representative calls you up and asks advice and information which is necessary to close the Sales .The information and advice that he is asking for is beyond your authority that you have been empowered with . What will you do in this case ?

Methods of Interviewing

One-On-One Interview Group Interview Board/Panel Interview Stress Interview

Reference and Background Checks

Seek Data From References Supplied by the Applicant Intensity of Background Investigations Depends on the Level of Responsibility Inherent in the Position

The Selection Decision

Most

Critical Step of All

Person Whose Qualifications and Tests Most Closely Conform to the Requirements of the Open Position Should be Selected

Physical Examination

Conduct After a Job Offer is Made Typically, a Job Offer is Contingent on Successfully Passing of this Examination

Notification to Candidates

Results Should be made Known to Candidates As Soon As Possible Delay May Result in the Firm Losing a Prime Candidate The Unsuccessful Candidates Should Also be Promptly Notified