HRM Chapter 5

Human Resource Management
Fifteenth Edition
Chapter 5
Selection
Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Learning Objectives
5.1 Explain employee selection and environmental factors
that affect the selection process.
5.2 Explain the importance of preliminary screening as well
as reviewing applications and résumés.
5.3 Describe the use of tests in the selection process.
5.4 Explain the use of the employment interview.
5.5 Describe the use of pre-employment screening and
background checks.
5.6 Explain the human resource outsourcing advantage and
disadvantage
. Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Selection
• Process of choosing the individual best suited for particular
position and organization from a group of applicants
• Goal is to properly match people with jobs and
organization
• Selecting wrong person for any job can be costly
Why Employee Selection Is Important
• Performance
• Cost
• Legal obligations
• Person and job/organization fit
The Environment of Selection
• Other HR functions
• Legal considerations
• Organizational hierarchy
• Applicant pool
The Environment of Selection
• The selection process affects, and is affected by, virtually every
other HR function. For example, if the compensation package
is inferior to those provided by competitors, hiring the best-
qualified applicants will be difficult or impossible to achieve..
• Although the basic purpose of selection is to determine
candidates’ eligibility for employment, it is also essential for
organizations to maintain nondiscriminatory practices.
• Organizations usually take different approaches to filling
positions at varying levels. For instance, consider the
differences in hiring a chief executive officer versus filling a
clerical position.
• The process can only be truly selective if there are several
qualified applicants. The expansion and contraction of the
labor market also affects the size of the applicant pool.
The Selection Process
Preliminary Screening and Review of
Applications and Resumes
Preliminary screening: is the process of eliminating clearly
unqualified job applicants early in the selection process.
• Review of applications
– The specific information requested on an application
form may vary from firm to firm, but typically includes
name, address, military service, education, and work
history. Managers compare the information contained in
a completed application to the job description to
determine whether a potential match exists between the
firm’s requirements and the applicant’s qualifications
– Résumé: Goal-directed summary of a person’s
experience, education, which is developed for use in the
selection process.
Selection Tests
• Tests are essential components of employee selection.
• Cognitive Test
• Personality tests
• Situational tests
Employment Interview (1 of 2)
• The employment interview is a job-focused conversation
in which the interviewer and applicant exchange
information.
• A job interview is an interview consisting of a
conversation between a job applicant and a representative
of an employer which is conducted to assess whether the
applicant should be hired.
• Interviews are one of the most popularly used devices
for employee selection
Methods of Interviewing (1 of 2)
• One-on-one interview: Applicant meets one-on-one with
interviewer
• Group interview: Several applicants interact in presence
of one or more interviewers
• Board interview: Several firm representatives interview
candidate at same time
• Multiple interviews: Applicants typically interviewed by
peers, subordinates, and supervisors
Methods of Interviewing (2 of 2)
• Stress interview: interviewer intentionally creates anxiety
• Realistic Job Preview (R J P): provides both positive and
negative job information to applicant in unbiased manner
Concluding the Interview
• When interviewer has obtained necessary information and
answered applicant’s questions, he or she should conclude
the interview
• Tell applicant he or she will be notified of the selection
decision shortly
• Management must then determine whether candidate is
suitable for the open position and organization
Pre-Employment Screening and Background
Checks
• Determine accuracy of information submitted or determine
if vital information was not submitted
• Principal reason is to hire better workers
• Background investigations involve obtaining data from
various sources
• Intensity of background investigations depends on the
nature of the open position
Employment Eligibility Verification
(Form I-9)
• Must be filled out by American job applicants
• Allows any number of documents to be provided
• Provides for penalties for each incorrect or missing I-9
Continuous Background Investigation
• Some employers are screening their employees on an
ongoing basis
• Background investigations with social networking:
increasingly being used
– Use an applicant’s Facebook, LinkedIn, and postings
made on an industry blog to find out about individuals
they are considering hiring
Selection Decision and Evaluating the
Effectiveness of Selection Decisions
• Most critical step
• Person whose qualifications most closely conform to
requirements of open position and organization should be
selected
• Making the selection decision
• Medical examination
• Notification of candidates
Human Resource Outsourcing
HR outsourcing (also known as HRO) is the process of
sub-contracting human resources functions to an external
supplier.
• The benefits of outsourcing can be substantial - from cost
savings and efficiency gains to greater competitive
advantage. On the other hand, loss of control over the
outsourced function is often a potential business risk.
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