SELECTION

Objectives
 Explain the significance of employee
selection.
 Identify environmental factors that
affect the selection process.
 Describe the general selection
process.
Explain the importance of interview
 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, underqualified,
or do not fit either the job or the
organization’s culture, will probably leave
the firm
Environmental Factors
Affecting the Selection
Process
• Legal considerations
• Decision making speed
• Applicant pool
• Place of posting
• Image of the company
• Demand and supply -
Human Resources
The Selection Process
• Screening interviews
• Application blank
• Selection tests
• Selection interviews
• Reference and background checks
• Selection decision
• Physical examination
Advantages of Selection
Tests
• Reliable and
accurate means of
selecting qualified
candidates
• Identify attitudes
and job-related
skills
• Deficiencies in other
techniques
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
• Goal-oriented conversation in
which interviewer and
applicant exchange information
• Interview planning
• Content of the interview
 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
• Determine how to ask for examples of
past applicant behavior, not what future
behavior might be
Content of the Interview
• Occupational experience
• Academic achievement
• Interpersonal skills
• Personal qualities
• Organizational fit
• Candidate’s objectives
Types of Interviews
• Unstructured
(nondirective)
• Structured
(directive or
patterned)
• Behavior
Description
Unstructured (Nondirective)
Interview
• Asks probing, open-ended
questions
• Encourages applicant to do
much of the talking
• Often time-consuming
• Different information from
different candidates
• Potential legal woes
Structured (Directive or
Patterned) Interview
• Situational questions
• Job knowledge
questions
• Job-sample
simulation questions
• Worker requirements
questions
 Behavior Description
Interview
• Find knowledge, skills, abilities and
behaviors important for job success
• Determine which behavioral questions
to ask about particular job to elicit
desired behaviors
• Develop structured format tailored for
each job
• Set benchmark responses - examples of
good, average and bad answers
• Train interviewers
 Methods of Interviewing
• One-on-one interview - Applicant meets
one-on-one 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
Potential Interviewing
Problems
• Inappropriate questions
• Premature judgments
• Interviewer domination
• Inconsistent questions
• Central tendency
 Potential Interviewing
Problems
• Halo error
• Contrast effect
• Interviewer bias
• Lack of training
• Behavior sample
• Nonverbal communication
 Assessment Centers
• Candidates subjected to exercises that
simulate actual job tasks
• In-basket exercises
• Management games
• Leaderless discussion groups
• Mock interviews
• Measures candidates’ skills in
prioritizing, delegating and decision-
making