Module 4

Selection, Placement
&
Induction
 Selection
Process of choosing individuals who have
relevant qualifications to fill existing or
projected job openings
Maximise "Hits" – Goal of
Selection
H
J
o MISS
HIT
b Inaccurate
Accurate
Prediction
Prediction
(Person
(Person
would have
P Succeeds)
succeeded)
e
r
f HIT
o Accurate MISS
Prediction Inaccurate
r (Person Prediction
m would not (Person fails
a have on the job)
n succeeded)
c
L H
e
Predicted Success
Matching People and Jobs
Person – job fit
Person – organization fit
 Steps in Selection Process
Completion of application
Initial interview in HR department
Employment Testing
Background investigation
Preliminary selection in HR department
Supervisor/Team interview
Medical Exam
Hiring decision
 Sources of information about job
candidates
Application forms
 Application date
 Educational background
 Experience
 Arrests and criminal convictions
 Country of citizenship
 References
 Disabilities
Online applications
Biographical information blanks
 Sources of information about job
candidates
Background investigations
 Checking references
 Requiring signed request for references
 Using credit reports
Polygraph tests
Honesty and integrity tests
Graphology
Medical examinations
Drug testing
 Employment tests
Aptitude tests
Achievement tests
 Employment tests
Cognitive ability tests
Personality and interest inventories
Physical ability tests
Job knowledge tests
Work sample tests
Personality and interest inventories
Extroversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience
Employment Interview Methods
Non directive interviews
Structured interview
Situational interview
Behavioral description interview
Panel interview
Computer interview
Video interview
 Guidelines for employment
interviwers
Establish an interview plan
Establish and maintain rapport
Be an active listener
Pay attention to non verbal cues
Provide information as freely and honestly as
possible
Use questions effectively
Separate facts from inferences
Recognize biases and stereotypes
Control the course of the interview
Standardize the questions asked
 Selection Decision
Summarize information about applicants
Decision strategy
 Clinical approach
 Statistical approach
 Compensatory model
 Multiple cutoff model
 Multiple hurdle model
Final decision
Placement
 Placement
Place the selected candidates on relevant
jobs
Match between the employee and the job
 Employee placement
process
Collect details about the employee
Construct the employee’s profile
Match between sub group profile and
individual profile
Compare sub group profile to job family
profile
Match between job family profile and sub
group profile
Assign the individuals to job family
Assign individuals to specific jobs after
assessment and counseling
 Induction
Process of receiving and welcoming an
employee when he first joins a company
and giving him the basic information he
needs, to settle down quickly and happily
and start work.
 Induction
Introduce the employees to the following:
 Job
 Firm
 Policies
 Colleagues
 Superiors
 Sub-ordinates
 Practices
 Induction Process
Report for duty
Welcome employee(s)
Introduction to other Functional or Departmental
Heads
Introduction to other important employees
Employee’s departmental head introduces to people
in his department, also about department's work
Supervisor introduces employee to his co-workers,
job, machine
Provide information on duties, responsibilities,
rights, provisions
Clarify doubts of the employee
 Advantages
Firstimpression matters – results in less
turnover
Adjusts quickly
Reduces employee dissatisfaction and
grievances
Develops sense of belongingness
Prepare an Employee
Orientation/Induction Schedule based on
the steps in Induction Process