HR Selection Process

Presented By:
Saurav Kumar
PGDM - C
JICM
 The Selection Process
The selection process typically consists
of eight steps:
1. initial screening interview
2. completion of the application form
3. employment tests
4. comprehensive interview
5. background investigation
6. conditional job offer
7. medical/physical exam
8. permanent job offer
The Selection Process
 The Selection Process
• Initial Screening
– Involves screening of inquiries and
screening interviews.
– Job description information is shared along
with a salary range.
 The Selection Process
Completing the Application Form: Key
Issues
– Gives a job-performance-related synopsis
of what applicants have been doing, their
skills and accomplishments.
 The Selection Process
Completing the Application Form: Key
Issues
• Legal considerations
– Omit items which are not job-related; e.g., sex,
religion, age, national origin, race, color, and
disability.
– Includes statement giving employer the right to
dismiss an employee for falsifying information.
– Asks for permission to check work references.
– Typically includes “employment-at-will”
statement.
 The Selection Process
• Weighted application forms
– Individual items of information are
validated against performance and
turnover measures and given
appropriate weights.
– Data must be collected for each job
to determine how well a particular
item (e.g., years of schooling,
tenure on last job) predicts success
on target job.
 The Selection Process
Completing the Application Form: Key
Issues
• Successful applications
– Information collected on application forms
can be highly predictive of successful job
performance.
– Forms must be validated and continuously
reviewed and updated.
– Data should be verified through
background investigations.
 The Selection Process
Types of Employment Tests
• Intelligence Tests – Are mental ability
tests. Basically measure the applicants
intelligence in general.
• Aptitude Tests - Measure the
applicants potential to learn skills when
taught.
• Personality Tests – Measures the traits
and temperaments of the individual.
 The Selection Process
• Achievement Tests- Are tests which
help in measuring the actual
achievements of the individual. Ex.
typing skills.
• Simulation Tests- Are tests which
duplicates many of the activities and
problems an employee would face at
the work place.
 The Selection Process
Interviews:
• Interviews involve a face-
to-face meeting with the
candidate to probe areas
not addressed by the
application form or tests.
• They are a universal
selection tool.
 The Selection Process
Interview Effectiveness
– Interviews are the most widely used
selection tool.
– Often are expensive, inefficient, and not
job-related.
– Possible biases with decisions based on
interviews include prior knowledge about
the applicant, stereotypes, interviewee
order.
 Steps in Interview Process
• Step 1 – Preparation
• Step 2 – Reception
• Step 3 – Information Exchange
• Step 4 – Termination
• Step 5 - Evaluation
 The Selection Process
Types of Interviews
• The Non Directive Interview
• The Directive Interview
• The Situational Interview
• The behavioral interview
• The Stress Interview
• Panel Interview
 The Selection Process
Background Investigation Methods:
• Internal investigation: checks former
employers, personal references and
possibly credit sources.
• External investigation: Uses a
reference-checking firm which may
obtain more information, while
complying with privacy rights.
 The Selection Process
• Background Investigation
• Documentation, including whom called,
questions asked, information
obtained/not obtained, is important in
case an employers’ hiring decision is
later challenged.
 The Selection Process
Conditional Job Offers:
• Offers of employment made
contingent upon successful
completion of background check,
physical/medical exam, drug test,
etc.
• May only use job-related
information to make a hiring
decision.
 The Selection Process
Medical/Physical Examination
• Should be used only to determine if the
individual can comply with the essential
functions of the job.
• Americans with Disabilities Act requires
that exams be given only after
conditional job offer is made.
 The Selection Process
Job Offers
• Actual hiring decision generally made
by the department manager.
• Candidates not hired deserve the
courtesy of prompt notification.
 The Selection Process
The Comprehensive Approach
• Comprehensive selection approach
puts applicants through all the steps in
the selection process before making a
decision.
• Assesses both strengths and
weaknesses and is considered more
realistic.
 The Selection Process
Now It’s Up to the Candidate
• The candidate now has to decide
whether this is the job for him or her.
• Applicants who are not hired this time
will still form an impression about the
company.
• Management should assure the
selection process leaves them with a
favorable impression of the company.
 Key Elements for Successful
Predictors
• Reliability, validity, and cut scores can
all help predict which applicants will be
successful on the job.
• Reliability: The ability of the selection
tool to measure an attribute
consistently.
 Key Elements for Successful
Predictors
• Validity: The relationship between
scores on a selection tool and a
relevant criterion, such as job
performance.
• Indicates how well a selection tool
predicts job performance.
– Content
– Construct
– Criterion-related
 Key Elements for Successful
Predictors
• Content validity: The degree to which
the content of the test, as a sample,
represents situations on the job.
• Construct validity: The degree to
which a particular trait is related to
successful performance on the job.
 Key Elements for Successful
Predictors
• Criterion-related validity: The degree
to which a particular selection device
accurately predicts the important
elements of work behavior.
– Predictive validity uses selection test
scores of applicants to compare with their
future job performance.
– Concurrent validity correlates the test
scores of current employees with
measures of their job performance.
 Limitations Of interviews
• Favoritism by the Interviewer.
• Irrelevant questions and bad responses.
• Retention of the interview process results.
• Influence by the cultural noise.
• Stereotyping
• Halo effect
• Time Limit