Date post: | 06-Apr-2018 |
Category: |
Documents |
Upload: | rabiya-nazir |
View: | 222 times |
Download: | 0 times |
of 34
8/3/2019 4.Selection (E )
1/34
1
Selection
Chapter 4
Resource Person: Furqan-ul-haq Siddiqui
Reference Books:
Human Resource Management ( Gary Dessler)
Human Resource Management (Mondy)
Human Resources and Personnel Management ( Keith Davis)
8/3/2019 4.Selection (E )
2/34
2
Selection
The process of choosing best
suited candidate from a group
of applicants for a particular
position in an organization.
Process used to decide which
recruits should be hired.
Recruitment + Selection=
Employment Function
8/3/2019 4.Selection (E )
3/34
3
Why Careful Employment Function is
Important
Costly- Recruiting and hiring employees is costly.Time & Resources Required
Interdependent Behavior- Organizational performancealways depends in part on subordinates having the rightskills and attributes
Proper Matching People With Job
Legal Consideration-The legal implications of
incompetent hiring, EEO, pay limits, Quotas etc. Negligent hiring- The liability on an employer incurs
when it fails to conduct a reasonable investigation of anapplicants background and hires person with questionable
background.
8/3/2019 4.Selection (E )
4/34
464
Avoiding Negligent Hiring Claims
Scrutinizing-Carefully scrutinize information supplied bythe applicant on his orher employment application.
Reference check-Get the applicants written authorization
for reference checks, and carefully check references.
Saving of information- Save all records and information
you obtain about the applicant.
False Statement Conviction-Reject applicants who make
false statements of material facts or who have conviction
records for offenses directly related and important to the job
in question.
8/3/2019 4.Selection (E )
5/34
5
Steps of Selection Process
1 Initial Screening/Short listing2 Test Call/Advertisement/Announcement
3 Employment Tests
4 Selection Interview
5 References & Background Checks
6 Medical Evaluation
7 Supervisory Interview
8 Realistic Job Previews
9 Hiring Decision/Job Offer
RejectedApplicants
8/3/2019 4.Selection (E )
6/34
6
Pre-employment Testing
Intelligence Quotient Tests
Aptitude TestsPersonality and Interest TestsLanguage Proficiency Test
8/3/2019 4.Selection (E )
7/34
7
1.Initial Screening
1st step of selection process in which
job inquiries are sorted. Application blanks- It collects
essential information in standardized &uniform format.
Critical Aspects
The applicant certifies
The applicant agrees/authorizes
A written Evidence
Determine whether minimum
qualifications for job are met.
Judge the presence or absence ofcertain job-related attributes
Name:____________________Education:_________________
__________________________
Work Experience:___________
__________________________
Work Skills_________________
References:_______________Undertaking:_____________
8/3/2019 4.Selection (E )
8/34
8
Red flag Warning signs that may require furtherinvestigation. Potential problem areas concerning the
applicant
Time gaps in employment
Vague answers
Vague reasons for leaving previous jobs
Inconsistencies in salary history
Preliminary Interview
Removes obviously unqualified individuals.Ask a few straightforward questions.
To determine if there is a match between individual and theposition.
May qualify to work in other open positions.
8/3/2019 4.Selection (E )
9/34
9
Short listing- Applicants having no red flag entry, duly
completed forms & fulfilling job requirements are shortlisted for further process.
2.Test Call/Advertisement/Announcement
To inform candidates about date, venue, type of test &
other general instructions regarding test.
By Post/E-mail
Phone callNews papers
Website
Circular/memorandum
8/3/2019 4.Selection (E )
10/34
10
3.Employment Tests
Employment tests are devices, used to assess thematch between applicants and job requirements.
i. Cognitive aptitude
ii. Psychological Tests
iii. Job Knowledge
iv. Performance Simulation Tests.
v. Vocational interests
vi. Attitude & honesty Tests
vii. Genetic Tests
viii. Graphoanalysis
ix. Polygraphs
8/3/2019 4.Selection (E )
11/34
11
Cognitive Aptitude Test-
Tests that measure general reasoning abilitymemory, vocabulary, verbal fluency, and
numerical ability.
Psychological Tests-
Tests that measure personality traits,
temperament &life style etc.
Job-Knowledge Tests-
Tests designed to measure a candidate's
knowledge of the duties of the job for which he
or she is applying.
8/3/2019 4.Selection (E )
12/34
12
Performance Simulation Tests-
Measures the ability of applicants to perform theactual work for which they are hired.
Work Sampling-
A selection device requiring an applicant to performa small segments that are representative of a
particular job.
Assessment Centers-A place where performance simulation tests are
administrated to assess candidates in number of
dimensions.
8/3/2019 4.Selection (E )
13/34
13
Vocational interest Test-
A method of determining the occupation in which aperson has the greatest interest and from whichhe
person is most likely to receive satisfaction.
Used for career counseling and vocational guidance.Genetic Tests
test that identifies whether a person carries the gene
mutation for certain dieses including heart diseases,Cancer, neurological disorder etc.
8/3/2019 4.Selection (E )
14/34
14
Grap
h
oanalysis (G
raph
ology) Graphology (handwriting analysis)
Assumes that handwriting reflects basic
personality traits.
Handwriting Exhibit Used by Graphologist
8/3/2019 4.Selection (E )
15/34
15
Polygraphs
8/3/2019 4.Selection (E )
16/34
16
4.Employment Interview
A goal-oriented conversation in which an
interviewer and an applicant exchange
information.
Formal in-depth conversation to obtain
information & applicant's acceptability.
The potential of interviewers must be
maximized for identifying qualified persons. Probe areas not accessed by application
forms or employment tests
8/3/2019 4.Selection (E )
17/34
17
Guidelines for Conducting an Interview
Selection of interviewer-
Interviewer s
hould be unbiased,rational, trained , must posses analytical skills & knowledge
of job for which interview is conducted, empathy and good
communication skills.
Plan the Interview -Develop the out line of interview &questions related to qualities sought keeping in view a clear
picture of the traits of an ideal candidate.
Assure greater reliability & consistency to make sure that
you are asking questions that provide real insight into howthe person will perform on the job.
8/3/2019 4.Selection (E )
18/34
18
Validity & Reliability Reliability
refers to the extent to which a selection technique achieves
consistency in what it is measuring over repeated use. When
a person takes two alternative form of same level tests and
scores same marks then t
he test would be called reliable.
Are the test results stable over time?
Validity
The accuracy with which a test, interview, and so on
measures what it purports to measure or fulfills the
function it was designed to fill.
Does the test actually measure what we need for it to
measure?
8/3/2019 4.Selection (E )
19/34
19
Base questions on actual job duties Use the same questions with all candidates
Use rating scales to rate answers
Use multiple interviewers or panel interviews
Take brief notes during the interview
Do ask open-ended questions
Do listen to the candidate to encourage him orher to
express thoughts fully
Train interviewers
Guidelines for Conducting an Interview
8/3/2019 4.Selection (E )
20/34
20
Content of the Interview
Occupational experience
Academic achievement
Interpersonal skills
Personal qualities
Organizational fitCandidates objectives
8/3/2019 4.Selection (E )
21/34
21
Types/Format of Interviews
Unstructured Interview-
A meeting with
a job applicant in wh
ich
questions aremade-up during interview. Unplanned
Structured Interview
A process in which an interviewer consistently presents the
same series of job-related questions to each applicant for aparticular job.
Mixed Interview
C
ombination of different type of interview. Stress interview
A form of interview that intentionally creates anxiety to
determine how a job applicant will react in certain types of
situations.
8/3/2019 4.Selection (E )
22/34
22
Situational interviews -
questions focus on the
candidates ability to
project what his orherbehavior would be in a
given situation
A customer comes in
angry and upset.Howwould you handle this
situation?
A deadline fora
project is nearand it
looks like you wontmeet the deadline.
How would you
handle this?
8/3/2019 4.Selection (E )
23/34
23
Behavioral interview
A structured interviewwhere applicants are
asked to relate actual
incidents from their past
that are relevant to the
targeted job to probe the
candidates approach
Describe a time
when you were
faced with a
stressful situation
that demonstrated
your coping skills.
Give me a specific
example ofa time
when you had to
conform to a
policy with whichyou did not agree
Past behavior is best predictor of future behavior
8/3/2019 4.Selection (E )
24/34
24
Methods of Interviews
One-on-One Interview
The applicant meets one-on-one with an
interviewer.
Group Interview
Several applicant interact in the presence of
one or more company representatives
Board/Panel Interview
A meeting in which one candidates is
interviewed by several representatives of a
company.
8/3/2019 4.Selection (E )
25/34
25
Potential Interviewing ProblemsPotential Interviewing Problems
Inappropriate questions
Premature judgments/ Snapshot Judgment Interviewer domination Inconsistent questions
Lack of trainingPersonal biasesSimilar to me effect
Stereotyping- Judgment of some 1 on the bases ofones perception of the group to which that personbelongs.
Central Tendency
8/3/2019 4.Selection (E )
26/34
26
Contrast Effects
Interviewer doesnt evaluate person in isolation, His reaction isusually influenced by others persons who are recently encountered,for example, an interviewer meets with several poorly qualifiedapplicants and then confronts a mediocre candidate. By comparison,the last applicant may appear to be better qualified than he or sheactually is.
Halo Error
Drawing a general impression about an individual on the bases ofsingle or very few positive characteristics.
Horn Error
Drawing a general impression about an individual on the bases ofsingle or very few negative characteristics.
The serial position effect refers to the finding that recall accuracyvaries as a function of an item's position within a study list. Whenasked to recall a list of items in any order (free recall), people tend to
begin recall with the end of the list, recalling those items best (therecency effect). Among earlier list items, the first few items arerecalled more frequently than the middle items (the primacy effect)
8/3/2019 4.Selection (E )
27/34
27
Graph showing the serial position effect, the vertical axis
shows the percentage of words recalled, the horizontal
axis shows their position in the sequence
Recency Error
Inaccuracy or flaw in performance appraisal orjob interview, caused by
the evaluator's or the interviewer's reliance on the most recent occurrences of
the employee's or the applicant's behavior.
Prima
cy Error
8/3/2019 4.Selection (E )
28/34
28
Preparation Before the Job InterviewPreparation Before the Job Interview
Thorough preparation is essential. Gothrough the following steps to ensuresuccess at the interview:
1. Understand yourself (a rational self-assessment of your strengthsweaknesses is a must)
2. Know details about the availableposition (review how your skills relate tothe open position)
3. Do home work on company (analyze thefirm)
8/3/2019 4.Selection (E )
29/34
29
4. Rehearse possible questions(brainstorm issues, questions)
5. Speak with insiders (learn fromalumni, from other familiar with thecompany.
6. Plan to look good.
8/3/2019 4.Selection (E )
30/34
30
Questions Frequently Asked During TheEmployment Interview
Introduce your self? Why do you want to work for our company?
Do you have any geographic preferences?
Why did you select your college major?
What is your major weakness? Strength?
What are your career goals?
Why should we hire you for our company?
What job skills do you have?
Do you like to travel?
How long do you expect to work?
What would you do if you are failed to get this job
8/3/2019 4.Selection (E )
31/34
31
What do you know about our company?
What are your ideas about salary?
How interested are you in sports?
General knowledge/Current affairs
What's your father income/profession ?
Your internship
Tell me a story/joke, sing a song
Your favorite book/writer/movie/sport/actor etc.
What's your favorite subject & why?
How do you spend your spare time? What are
your hobbies?
Your last job?
8/3/2019 4.Selection (E )
32/34
32
5.References and Background
Investigations
Previous employer
Current employer
Education verification Personal reference check
Criminal history
Driving record
Civil litigation
Workers compensationhistory
Credit history
Social security number
verification
8/3/2019 4.Selection (E )
33/34
33
6.Medical Examination
Examination to determine an applicants physical fitness
for essential job performance.
To verify that the applicant meets the physical
requirements of the position
To discover any medical limitations you s
hould takeinto account in placing the applicant.
To establish a record and baseline of the applicants
health for future insurance or compensation claims.
To reduce absenteeism and accidents To detect communicable diseases that may be unknown
to the applicant.
8/3/2019 4.Selection (E )
34/34
34
7.Supervisory Interview
Specific job related questions are asked.
8.Realistic Job Preview
Conveying both positive & negative in-depth job
information to the applicants in order to remove
unrealistic expectation.
9.Hiring DecisionPerson whose qualification, experience &
performance are most closely conform with
requirements of the open position is selected.
Job Offer
Appointment
Probation & Conformation