EMPLOYEE SELECTION

 Selection is the process of

 differentiating between applicants
 in order to identify and hire
 those with greater likelihood of success in a job.

 Process of elimination
 Negative unlike recruitment which is positive in its
approach
 OUTCOMES OF SELECTION DECISIONS

success False negative error True positive –high hit

failure True negative- low hit False positive error

Success
Failure predicted
predicted
SOURCE OF INFORMATION ON JOB
CANDIDATES
 Application forms
 Online applications

 Background information

 Checking references

 Graphology : handwriting tests

 Lie detection: polygraph tests

 Medical examination
THE SELECTION PROCESS
 An ongoing process
 Reliability:

 Obtaining reliable information: yields comparable data

 Two or more methods
 Inter-rater consistency

 Criterion related validity: tool predicts or relates to actual work

behavior
 Concurrent: from current employee
 predictive: data taken for later use
 Objective-two or more people interpret results of the same test with
same conclusions.
 Standardized- under similar conditions
METHODS OF INTERVIEW
 Non-directive interview: minimum interruption from
interviewer
 The structured interview: standardized questions based
on job analysis
 The situational interview: hypothetical situation to
respond to
 Panel interview: more than one interviewer
 Behavior description interview: actual work incidents in
the interviewee’s past
 Telephonic interview
 Video interview
INTERVIEWER TRAINING
 Establish an interview plan
 Establish and maintain rapport
 Be an active listener
 Pay attention to nonverbal cues
 Provide information freely and honestly
 Use questions effectively
 Separate the facts from inferences
 Recognize biases and stereotypes
 Control the course of interview
 Standardize the questions asked
FIVE BIGGEST MISTAKES CANDIDATES
MAKE DURING JOB INTERVIEW
 Communication-abilities to communicate effectively,
citing poor language skills and a tendency to reveal too
much or too little information. 
 Performance-during the interview-attention paid to the
interview
 Attitude-showing bored or arrogant attitudes

 Appearance-formal

 Honesty-about background etc

REFERENCE AND BACKGROUND
CHECKS
 Criminal records
 Previous employment check

 Educational record

 Credit record

 Civil record checks

 Union affiliation checks

 Character check

 Neighborhood reference check

 e.g of fraud detection teams-KPMG 130 person strong

team, E & Y has a 40 member team
 In India inaccurate information providers constitute
11.1%
 Objective assessment: by previous employer or known
person
 Problems:

1. The prospect will reach those who would speak well of

the person
2. People may write good about the candidate to get rid of
him
3. People may not divulge the truth about a candidate to
avoid damage to his career
 Job offer
 Contract of employment

 Concluding selection process- a letter to non- elected

candidates
 Evaluation of selection process:
 Cost per hire
 Time to hire- time lapse between notice of vacancy to new
hire joining-mostly 45-90 days
 Quality of hire-right candidate-right job –right time
 Selection program audit by HR- effectiveness, feedback,
results