Professional Documents
Culture Documents
Introduction
After recruitment we have logically potential candidates for the required jobs. Now
we have to go for the selection process. So, what is selection actually, we can say it
Picking from the applicants pool. Picking A right person, at right time, for
the right job. So, Selection is as bookish definition, HR Selection is the process
of qualified individuals who are available to fill positions in an organization. It
involves making a judgment, not about the applicant, but about the fit between the
person and the job.
Selection Process
Selection is the process of choosing from a group of applicants those individuals
best suited for a particular position. Most managers recognize that employee
selection is one of their most difficult, and most important, business decisions.
Selection procedures are not carried out through standard pattern and steps in this.
Process can vary from organization to organization some steps performed and
considered important by one organization can be skipped by other organization.
Employee Selection
4) Interview
Structured Interview
Unstructured Interview
Mixed Interview
5) Backgroud Investigation
6) Conditional Job offer
7) Medical Exam/Drug test
8) Final Selection Decision
1. Initial Screening
The selection process often begins with an initial screening of applicants to remove
individuals who obviously do not meet the position requirements. At this stage, a
few straightforward questions are asked. An applicant may obviously be
unqualified to fill the advertised position, but be well qualified to work in other
open positions. The Purpose of Screening is to decrease the number of applicants
being considered for selection.
Sources utilized in the screening effort:
Personal Resume presented with the job application is considered as source of
information that can be used for
the initial screening process. It mainly includes information in the following areas:
Employment & education history
Evaluation of character
Evaluation of job performance
Screening Interviews:
Screening interviews are used to:
To verify information provided on resume or application blank.
They are usually very short (approximately 30 minutes or so).
Advantages of Successful Screening:
If the screening effort is successful, those applicants that do not meet minimum
required qualifications will not move to the next stage in the selection process.
Companies utilizing expensive selection procedures put more effort in screening to
reduce costs.
2. Application Form
APPLICATION BLANK: is a formal record of an individuals application for
employment. The next step in the selection process may involve having the
prospective employee complete an application for employment. The specific type
of information may vary from firm to firm and even by job type within an
organization. However, the application form must reflect not only the firms
Employee Selection
informational needs but also EEO requirements. Application forms are a good way
to quickly collect verifiable and fairly accurate historical data from the candidate.
3. Pre-Employment Tests
A personnel testing is a valuable way to measure individual characteristics.
Hundreds of tests have been developed to measure various dimensions of
behavior. The tests measure mantel abilities, knowledge, physical abilities,
personality, interest, temperament, and other attitudes and behaviors. Evidence
suggests that the use of tests is becoming more prevalent for assessing an
applicants qualifications and potential for success. Tests are used more in the
public sector than in the private sector and in medium-sized and large
companies than in small companies. Large organizations are likely to have
trained specialists to run their testing programs .
Employee Selection
4. Job Interviews
Interview is a goal-oriented conversation in which the interviewer and applicant
exchange information. The employment interview is especially significant because
the applicants who reach this stage are considered to be the most promising
candidates.
Interview Planning
Interview planning is essential to effective employment interviews. The
physical location of the interview should be both pleasant and private,
providing for a minimum of interruptions. The interviewer should possess
apleasant personality, empathy and the ability to listen and communicate
effectively. He or she should become familiar with the applicants qualifications
by reviewing the data collected from other selection tools. Inpreparing for the
interview, a job profile should be developed based on the job description.
Types of Interview
Interviews may be classified in two types by the degree to which they are
structured.
1) Unstructured(Non-Directive) Interviews
Unstructured interview is an interview where probing, open-ended questions are
asked. This type of interview is comprehensive, and the interviewer encourages
the applicant to do much of the talking.
2) Structured(Directive) Interviews
An interview consisting of a series of job-related questions that are asked
consistently of each applicant for a particular job is known as structured interview.
Employee Selection
Methods of Interview
Interview may conduct in several ways. It differs organization to organization, it
dependends upon organization that what method the organization use for taking
interview. The methods are as follows:
I.
II.
III.
IV.
One-on-one Interview:
In a typical employment interview, the applicant meets one-on-one with an
interviewer. As the interview may be a highly emotional occasion for the
applicant, meeting alone with the interviewer is often less threatening.
Group Interview
In group interview, Several applicants interact in the presence of one or
more company representatives.
Board Interview
In Board Interview, One candidate is interviewed by several representatives
of the firm.
Stress Interview
Intentionally creates anxiety to determine how an applicant will react to
stress on the job.
5. Background Investigation
This step is used to check accuracy of application form through former employers
and references. Verification of education and legal status to work Credit history
Criminal records is also made. Personal reference checks may provide additional
insight into the information furnished by the applicant and allow verification of its
accuracy. Past behavior is the best predictor of future behavior. It is important to
gain as much information as possible about past behavior to understand what kinds
of behavior one can expect in the future. Knowledge about attendance problems,
insubordination issues, theft, or other behavioral problems can certainly help one
avoid hiring someone who is likely to repeat those behaviors. Background
investigations primarily seek data from references supplied by the applicant
including his or her previous employers. The intensity of background
investigations depends on the level of responsibility inherent in the position to be
filled.
Employee Selection
7. Physical/Medical Examination
After the decision has been made to extend a job offer, the next phase of the
selection process involves the completion of a physical examination for the
successful applicant. Typically, a job offer is contingent on successfully passing
this examination. Substance Abuse Screening Because drug abuse is a serious
problem for employers, it is common practice for most employers to conduct drug
screening just before employees are formally hired.
Reliability:
The consistency of scores obtained by the same person when retested with the
identical test or with alternative forms of the same test. For Example, if we take an
IQ test of an applicant, we should expect that someone who scores 110 in March
would close to 110, if retested again in July. If in July the same applicant score 85,
the reliability of the test would highly questionable.
Validity:
In validity, we prove the valid relationship between the selection critera and
selection test. The test which you conduct for selection should fulfill the selection
criteria. For Example, you use the weight machine to check the temperature of a
Employee Selection
person; it is not a valid test because thermometer is the valid device to check the
temperature.
There are three specific types of validity, first one is content, second one is
construct, and the other one is criterion related.
Content Validity:
The degree to which test content, as a sample represents all situations that could
have been included such as a typing test for a clerk typist
Construct Validity:
The test must have all type of particulars parts which related to successful jo
performance such as IQ test.
Criterion Validity
A type of validity based on showing that scores on the test are related to job
performance.
Employee Selection
Employee Selection
Arrive early about fifteen minutes ahead of your schedule interview. It is better
for you to wait then to chance having the unexpected such as a traffic jam make
you late. Pay attention to the waiting room layout.
You meet the interviewer gives him a firm handshake and make a good eye
contact. You will most likely be nervous try your best to relax.
If possible go through several practice interviews.
When the interview end thanks the interviewer for his time and for this opportunity
to talk about your qualification and follow up with a thank you note.