Professional Documents
Culture Documents
Recruitment and
Selection
Choice of Internal and External pool
Government agencies
Private Recruitment agencies
Head Hunters
Use of Third party
Hiring through HR Department
Advertising
Selecting the media
Designing the message
Measuring the response
Referrals
University Hiring
Use of internet
Think of these markets
Initial Screening
Application form
Employment tests
Performance simulation tests
Work sampling
Assessment centers
The comprehensive interview
( Are interviews effective )
The Selection Process
Types of tests:
Intelligence tests ( memory, vocabulary, numerical
ability.
Specific Cognitive abilities (Aptitude tests)
Tests of motor and physical abilities
Measuring personality and Interests ( clouded
picture, Make a picture story, etc.
Employee Testing and Selection
A Panel interview
Mass interview
Computerized interviews
First impressions during interview
Hiring the right people for right job is all based on a proper
interview. Based on a research its estimated that in over 85%
of the cases the interviewers had made up their minds before
the actual interview based on first impression gleaned from
candidates application forms or personal appearance. An
interviewee who starts well can end up average as his
impression is already been made, an interviewee who has
started poor may have to work hard during the interview to
break his first impression.
The interviewee’s dress code and body language should carry
positive vibes of his attitude as well as his personality should
reflect his knowledge.
Getting ready for an interview
Informal Learning
Job instruction Training
Lectures
Programmed Learning
Audio visual based training
Simulated training
Computer based training