Done
Content
Selection
• The process of choosing from a group of applicants the individual best suited for a particular position in an organization • Goal of the selection process is to properly match people with jobs and the organization • Individuals overqualified, under qualified, or do not fit either the job or the organization’s culture, will probably leave the firm
Recruitment and Selection
Searching the candidates for employment and stimulating them to apply for jobs in the organisation Recruitment is a positive process concerned with tapping the sources of human resources
Involves the series of steps by which the candidates are screened for choosing the most suitable persons selection is a negative process concerned with selecting the most suitable candidate through various interviews and tests.
Evaluate, hire, and place job applicants in the best interests of both organization & individual High performance of employees from the beginning High costs for hiring (selection cost, induction and training/development cost, labor turnover cost) Costly legal implications of incompetent hiring (negligent hiring litigation)
Selection decisions outcomes
Accept
Successful Unsuccessful Correct Decision Accept Error
Reject
Reject Error
Correct Decision
How to avoid litigation
Carefully scrutinize Ask about gaps in employment Get written authorization for reference checks Save records Reject applicants Balance privacy right with “need to know” Take immediate action
Advantages of Selection
• Reliable and accurate means of selecting qualified candidates • Identify attitudes and job-related skills
Selection Video
The Selection Process
• Screening interviews • Application blank • Selection tests • Selection interviews • Reference and background checks • Selection decision • Physical examination
External Environment Internal Environment
The Selection Process
Recruited Individual Evaluation of Application Preliminary Review Selection Test Employment Interview Reference and Background Checks Selection Decision Physical / Medical Examination Employed Individual
Rejected Applicant
Evaluation of Application Forms
• Evaluation of Application Forms is also called as Application Blank • It is used as a device to screen the candidates at the preliminary level • Generally, personal background information, educational attainments, work experiences, salary, personal details and references are included in the application form
Preliminary Review
• Selection Process often begins with Preliminary Review • Basic purpose of this review is to eliminate the applicants who obviously do not meet the job requirements • This may be done by – telephone interviews or – videotaped interviews or – virtual job interviews
Characteristics of Properly Designed Selection Tests
• Standardization - Uniformity of the procedures and conditions • Objectivity - Everyone scoring a test obtains the same results • Norms - Frame of reference for comparing an applicant's performance with that of others • Reliability - Provides consistent results • Validity - Measures what it is supposed to measure
Types of Selection Tests
Cognitive aptitude Job Knowledge Work-sample (simulation) Personality Grapho Analysis Polygraphy
The Employment Interview
• The employment interview is important. • The employment interview is a goaloriented conversation • Interviews are the primary method companies use to evaluate applicants
Content of the Interview
• Occupational experience • Academic achievement • Interpersonal skills • Personal qualities • Organizational fit • Candidate’s objectives
Interview Planning
• Compare application and resume with job requirements • Develop questions related to qualities sought • Step-by-step plan to present position, company, division, and department
Selection Interview “Types of Interviews”
Unstructured interview Structured interview Situational interview Behavioral interview Stress interview
Hiring Interviews
• Structured Interviews: predetermined script and protocol;
– Interviews in a proper format – Asked through information gathered from job analysis information
Structured Interview
Situational questions Job knowledge questions Job-sample simulation questions Worker requirements questions
• Unstructured Interviews: no predetermined script or protocol
– Any thing related or not related to the job – No prescribed format
Unstructured Interview
• Asks probing, open-ended questions • Encourages applicant to do much of the talking • Different information from different candidates
Behavioral description Interviews
ask participants to relate actual incidents from their past relevant work experience to the job they are applying for.
Situational Interviews
Applicants to respond to
hypothetical situations they may encounter on the job for which they applied.
Stress interview
A special type of interview designed to create anxiety and put pressure on the applicant In a stress interview, the interviewer assumes an extremely aggressive and insulting posture. Those who use this approach often justify its use with individual The stress interview is a high-risk approach for an employer.
Methods of Interviewing
One-on-one interview - Applicant meets one-onone with an interviewer. Group interview - Several applicants interact in the presence of one or more company representatives Board interview - Several of the firm’s representatives interview one candidate Stress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed to the applicant in an unbiased manner
Who Conducts Interviews?
Individuals Panel Interviews Interviews Interviews Video Interviewing Team Interviews
Conducting Effective Interviews
• Interviewers should be carefully selected and trained properly • Preparation of Interview Plan • Listen Carefully • Record the facts immediately after interviews • Evaluate effectiveness of interviewing process
Potential Interviewing Problems
• • • •
Inappropriate questions Premature judgments Interviewer domination Inconsistent questions
• • • •
Halo error Interviewer bias Lack of training Nonverbal communication
Background Investigation
• Four Goals of Background Screening: – Demonstrates due diligence in hiring – Provides factual information about candidates – Discourages applicants who have something to hide – Encourages applicants to be honest on application forms and in interviews
Reference and Background Check
• Validations that provide additional insight into the information furnished by the applicant • Reference check allows verification of the information’s accuracy
Fake cv’s
• What is fake? Can anyone prove that a candidate is fake or real? • When the company asks for a bond what guarantee can it give that it will not close before time mentioned in the bond? • Faking in CVs is not a new game, but Wipro's recent firing of close to 100 employees for faking details in resumes
Job offer
A written job offer is a formal letter inviting to accept a specific post. It contains Employee name and the name of the employing organization the date of the offer the job title and department or location the period of notice required for either party to end the contract
CONTRACT
• A contract of employment is usually defined to mean the same s a "contract of service". • Contracts provide for termination of employment, by either party, and include associated matters such as notice period, compensation arrangements.
Medical Tests
• Medical check-up ( physical fitness, weight and disorders) • Letter of probation • Induction training
Evaluation of selection Programme
• Analysis of the programme. • How adequately communicated to those involved and affected? • How well the programme is implemented? • Feedback • Analysis of results.
OTHER FORMS OF SELECTION
• Handwriting tests • Who am I? • Mock tests/project
Realistic Job Previews
• The purpose of a realistic job preview (RJP) is to inform job candidates of the “organizational realities” of a job • By presenting applicants with a clear picture of the job, the organization hopes to reduce unrealistic expectations. • A review on research on RJPs found that they do tend to result in applicants having lower job expectations.
Maruti HR Interview
• The process of choosing from a group of applicants the individual best suited for a particular position in an organization • Goal of the selection process is to properly match people with jobs and the organization • Individuals overqualified, under qualified, or do not fit either the job or the organization’s culture, will probably leave the firm
Recruitment and Selection
Searching the candidates for employment and stimulating them to apply for jobs in the organisation Recruitment is a positive process concerned with tapping the sources of human resources
Involves the series of steps by which the candidates are screened for choosing the most suitable persons selection is a negative process concerned with selecting the most suitable candidate through various interviews and tests.
Evaluate, hire, and place job applicants in the best interests of both organization & individual High performance of employees from the beginning High costs for hiring (selection cost, induction and training/development cost, labor turnover cost) Costly legal implications of incompetent hiring (negligent hiring litigation)
Selection decisions outcomes
Accept
Successful Unsuccessful Correct Decision Accept Error
Reject
Reject Error
Correct Decision
How to avoid litigation
Carefully scrutinize Ask about gaps in employment Get written authorization for reference checks Save records Reject applicants Balance privacy right with “need to know” Take immediate action
Advantages of Selection
• Reliable and accurate means of selecting qualified candidates • Identify attitudes and job-related skills
Selection Video
The Selection Process
• Screening interviews • Application blank • Selection tests • Selection interviews • Reference and background checks • Selection decision • Physical examination
External Environment Internal Environment
The Selection Process
Recruited Individual Evaluation of Application Preliminary Review Selection Test Employment Interview Reference and Background Checks Selection Decision Physical / Medical Examination Employed Individual
Rejected Applicant
Evaluation of Application Forms
• Evaluation of Application Forms is also called as Application Blank • It is used as a device to screen the candidates at the preliminary level • Generally, personal background information, educational attainments, work experiences, salary, personal details and references are included in the application form
Preliminary Review
• Selection Process often begins with Preliminary Review • Basic purpose of this review is to eliminate the applicants who obviously do not meet the job requirements • This may be done by – telephone interviews or – videotaped interviews or – virtual job interviews
Characteristics of Properly Designed Selection Tests
• Standardization - Uniformity of the procedures and conditions • Objectivity - Everyone scoring a test obtains the same results • Norms - Frame of reference for comparing an applicant's performance with that of others • Reliability - Provides consistent results • Validity - Measures what it is supposed to measure
Types of Selection Tests
Cognitive aptitude Job Knowledge Work-sample (simulation) Personality Grapho Analysis Polygraphy
The Employment Interview
• The employment interview is important. • The employment interview is a goaloriented conversation • Interviews are the primary method companies use to evaluate applicants
Content of the Interview
• Occupational experience • Academic achievement • Interpersonal skills • Personal qualities • Organizational fit • Candidate’s objectives
Interview Planning
• Compare application and resume with job requirements • Develop questions related to qualities sought • Step-by-step plan to present position, company, division, and department
Selection Interview “Types of Interviews”
Unstructured interview Structured interview Situational interview Behavioral interview Stress interview
Hiring Interviews
• Structured Interviews: predetermined script and protocol;
– Interviews in a proper format – Asked through information gathered from job analysis information
Structured Interview
Situational questions Job knowledge questions Job-sample simulation questions Worker requirements questions
• Unstructured Interviews: no predetermined script or protocol
– Any thing related or not related to the job – No prescribed format
Unstructured Interview
• Asks probing, open-ended questions • Encourages applicant to do much of the talking • Different information from different candidates
Behavioral description Interviews
ask participants to relate actual incidents from their past relevant work experience to the job they are applying for.
Situational Interviews
Applicants to respond to
hypothetical situations they may encounter on the job for which they applied.
Stress interview
A special type of interview designed to create anxiety and put pressure on the applicant In a stress interview, the interviewer assumes an extremely aggressive and insulting posture. Those who use this approach often justify its use with individual The stress interview is a high-risk approach for an employer.
Methods of Interviewing
One-on-one interview - Applicant meets one-onone with an interviewer. Group interview - Several applicants interact in the presence of one or more company representatives Board interview - Several of the firm’s representatives interview one candidate Stress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed to the applicant in an unbiased manner
Who Conducts Interviews?
Individuals Panel Interviews Interviews Interviews Video Interviewing Team Interviews
Conducting Effective Interviews
• Interviewers should be carefully selected and trained properly • Preparation of Interview Plan • Listen Carefully • Record the facts immediately after interviews • Evaluate effectiveness of interviewing process
Potential Interviewing Problems
• • • •
Inappropriate questions Premature judgments Interviewer domination Inconsistent questions
• • • •
Halo error Interviewer bias Lack of training Nonverbal communication
Background Investigation
• Four Goals of Background Screening: – Demonstrates due diligence in hiring – Provides factual information about candidates – Discourages applicants who have something to hide – Encourages applicants to be honest on application forms and in interviews
Reference and Background Check
• Validations that provide additional insight into the information furnished by the applicant • Reference check allows verification of the information’s accuracy
Fake cv’s
• What is fake? Can anyone prove that a candidate is fake or real? • When the company asks for a bond what guarantee can it give that it will not close before time mentioned in the bond? • Faking in CVs is not a new game, but Wipro's recent firing of close to 100 employees for faking details in resumes
Job offer
A written job offer is a formal letter inviting to accept a specific post. It contains Employee name and the name of the employing organization the date of the offer the job title and department or location the period of notice required for either party to end the contract
CONTRACT
• A contract of employment is usually defined to mean the same s a "contract of service". • Contracts provide for termination of employment, by either party, and include associated matters such as notice period, compensation arrangements.
Medical Tests
• Medical check-up ( physical fitness, weight and disorders) • Letter of probation • Induction training
Evaluation of selection Programme
• Analysis of the programme. • How adequately communicated to those involved and affected? • How well the programme is implemented? • Feedback • Analysis of results.
OTHER FORMS OF SELECTION
• Handwriting tests • Who am I? • Mock tests/project
Realistic Job Previews
• The purpose of a realistic job preview (RJP) is to inform job candidates of the “organizational realities” of a job • By presenting applicants with a clear picture of the job, the organization hopes to reduce unrealistic expectations. • A review on research on RJPs found that they do tend to result in applicants having lower job expectations.
Maruti HR Interview
