Chapter 8

Selecting & Placing Human

Resources
Tasnuva Rahman
Eastern University
 Good training will not make up for bad selection

Importance
of Selection
Hire hard, manage easy
Purpose of Person-
Person-Job
Selection: Fit
Organization
Placement Fit
Selection
Process
Flowchart
 Illegal information:
 Gender
 Race
 Age
EEO and  Religion
Application  Color
Form  National origin
 Disability
 Marital status
 Information on spouse and dependents
 Ability Tests
 Personality Tests Employment
 Achievement Tests Tests
 Honesty/Integrity Tests
  Cognitive ability tests
(verbal comprehension, quantitative ability,
reasoning ability)
Ability Tests  Physical ability tests
 Skill-based/psychomotor tests
 Work sample tests
Personality
Tests: Big Five
Personality
Dimensions
 Personality
Honesty/ Overt
Oriented
Integrity Test
Integrity Integrity Test
Tests

Polygraph
Sample
Honesty/
Integrity Test
Questions Personality Oriented Integrity Questions

Sometimes I am strongly attracted by the personal articles of

others
Selection
Interviews
 Panel
Panel
Individuals
Individuals Interviews
Interviews

Who Does Interviews

Interviews

Interviews?
Video
Video Team
Team
Interviewing
Interviewing Interviews
Interviews
Sample
Interview
Questions
Problems in First Similar to
Halo Effect
Biases and Contrast
Impression me Stereotypes Error
Interviews
  References
 Former employers
 Educational accomplishments
Background  Credit references
Investigation  Criminal records
 Drug screen
 Background check by third-party investigators
 Online searches
‘Keep Calm
and Hire Thank You
Right People’

© 2017 T. Rahman