PA 121

SELECTION

- The process in which an organization chooses from a list of applicants the person(s) who best
meet the selection criteria for the position(s) available, considering current environmental
conditions.
- From the performance perspective, the goal of any selection system is to accurately determine
which applicants possess the knowledge, skills, abilities and other characteristics (KSAOs)
dictated by the job.
- The selection system must be capable of distinguishing between characteristics that are
needed at the time of hiring, those that are systematically acquired during training, and those
that are routinely developed after a person has been placed on the job.

Selection Ratio = number of applicants hired

total number of applicants

Selection Criteria

1.) Formal Education

- To find the person who has the right abilities and attitudes to be successful in the job
and I turn the organization
- To set educational standards that are related to the successful performance of the job.
- For some positions, education degree, university/college, GWA, honors received,
licensure rating, etc. may be specified.
2.) Experience and past performance

- Indicate ability and work-related attitudes

- How to define relevant experience
Interview Planning

- Venue
- Qualities of interviewer

Interview Checklist:

- Compare an applicant’s application and resume with job description.

- Develop questions related to the qualities sought.
- Prepare a step-by-step plan to present the position, company, division and department
- Determine how to ask for examples of past job-related applicant behavior.

3.) Physical Characteristics

- Physical characteristic is directly related to effectiveness at work.

- In the past:
 - Employers hire and pay better wages to tall men.
- Flight stewardness and receptionists and hired based on beauty

4.) Personal Characteristics and personality type

- Personal characteristics include marital status, sex, age, etc.

- Recent studies show positive link between personality and job performance due to the
development and validation of the Big Five personality factors that explain up to 75% of an
individual personality

- Emotional Stability
- Conscientiousness
- Extroversion
- Openness to experience
- Agreeableness

THE SELECTION PROCESS

Step 1: Preliminary screening: Application blank and interview

Step 2: Employment interview
Step 3: Employment tests
Step 4: Background and reference checks
Step 5: Selection Decision
Step 6: Physical Examination

WINNING THE INTERVIEW GAME (HB Journal)

1.) Prior to the interview – prepare, research, and practice

2.) During the interview – confidence and enthusiasm
3.) After the interview – stay connected and follow-up
Commonly asked questions

1.) Tell me about yourself.

2.) Why did you leave you last job?
3.) What’s your biggest weakness?
4.) What’s your greatest strength?
5.) Do you have any question for me?
STEP 3: Employment Tests

- Tests attempt to measure certain characteristics of individuals ranging from aptitude such as
manual dexterity, to intelligence to personality.

- Types of Tests

1.) Job Sample Performance Test – Requires the applicant to do a sample of the work that the
job involbes in a controlled situation.
2.) Cognitive Ability Test -
Step 4: Reference Check and Recommendations
Step 5: Physical examination