Chapter 4

Selection
Reference Books: Human Resource Management ( Gary Dessler)
Human Resource Management (Mondy) Human Resources and Personnel Management ( Keith Davis)
1 Resource Person: Furqan-ul-haq Siddiqui

Selection


The process of choosing best suited candidate from a group of applicants for a particular position in an organization. Process used to decide which recruits should be hired. Recruitment + Selection= Employment Function
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Why Careful Employment Function is Important

  

 

Costly- Recruiting and hiring employees is costly. Time & Resources Required Interdependent Behavior- Organizational performance always depends in part on subordinates having the right skills and attributes Proper Matching People With Job Legal Consideration-The legal implications of incompetent hiring, EEO, pay limits, Quotas etc.
when it fails to conduct a reasonable investigation of an applicants background and hires person with questionable background. 3

 Negligent hiring- The liability on an employer incurs

Avoiding Negligent Hiring Claims



Scrutinizing- Carefully scrutinize information supplied by the applicant on his or her employment application. Reference check-Get the applicants written authorization for reference checks, and carefully check references. Saving of information- Save all records and information you obtain about the applicant. False Statement Conviction-Reject applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job in question.
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Steps of Selection Process

1 2 3 4 5 6 7 8 9 Initial Screening/Short listing Test Call/Advertisement/Announcement Employment Tests Selection Interview References & Background Checks Medical Evaluation Supervisory Interview Realistic Job Previews Hiring Decision/Job Offer
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Rejected Applicants

Pre-employment Testing
Intelligence Quotient Tests Aptitude Tests Personality and Interest Tests Language Proficiency Test

1.Initial Screening

1st step of selection process in which job inquiries are sorted. Application blanks- It collects essential information in standardized & uniform format. Critical Aspects

 The applicant certifies  The applicant agrees/authorizes

Name:____________________ Education:_________________ __________________________ Work Experience:___________ __________________________ Work Skills_________________ References:_______________ Undertaking:_____________

 A written Evidence  Determine whether minimum

qualifications for job are met.

 Judge the presence or absence of

certain job-related attributes

Red flag Warning signs that may require further investigation. Potential problem areas concerning the applicant
        

Time gaps in employment Vague answers Vague reasons for leaving previous jobs Inconsistencies in salary history Preliminary Interview Removes obviously unqualified individuals. Ask a few straightforward questions. To determine if there is a match between individual and the position. 8 May qualify to work in other open positions.

Short listing- Applicants having no red flag entry, duly completed forms & fulfilling job requirements are short listed for further process. 2. Test Call/Advertisement/Announcement To inform candidates about date, venue, type of test & other general instructions regarding test. By Post/E-mail Phone call News papers Website Circular/memorandum
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3.Employment Tests

i. ii. iii. iv. v. vi. vii. viii. ix.

Employment tests are devices, used to assess the match between applicants and job requirements.
Cognitive aptitude Psychological Tests Job Knowledge Performance Simulation Tests. Vocational interests Attitude & honesty Tests Genetic Tests Graphoanalysis Polygraphs

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Cognitive Aptitude TestTests that measure general reasoning ability memory, vocabulary, verbal fluency, and numerical ability.  Psychological TestsTests that measure personality traits, temperament &life style etc.  Job-Knowledge TestsTests designed to measure a candidate's knowledge of the duties of the job for which he or she is applying.

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Performance Simulation TestsMeasures the ability of applicants to perform the actual work for which they are hired. Work SamplingA selection device requiring an applicant to perform a small segments that are representative of a particular job. Assessment CentersA place where performance simulation tests are administrated to assess candidates in number of dimensions.
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Vocational interest TestA method of determining the occupation in which a person has the greatest interest and from which he person is most likely to receive satisfaction. Used for career counseling and vocational guidance.  Genetic Tests test that identifies whether a person carries the gene mutation for certain dieses including heart diseases, Cancer, neurological disorder etc.

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Graphoanalysis (Graphology)


Graphology (handwriting analysis)

Assumes that handwriting reflects basic personality traits.

Handwriting Exhibit Used by Graphologist

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Polygraphs

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4.Employment Interview

A goal-oriented conversation in which an interviewer and an applicant exchange information. Formal in-depth conversation to obtain information & applicant's acceptability.  The potential of interviewers must be maximized for identifying qualified persons.  Probe areas not accessed by application forms or employment tests
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Guidelines for Conducting an Interview



Selection of interviewer- Interviewer should be unbiased, rational, trained , must posses analytical skills & knowledge of job for which interview is conducted, empathy and good communication skills. Plan the Interview -Develop the out line of interview & questions related to qualities sought keeping in view a clear picture of the traits of an ideal candidate. Assure greater reliability & consistency to make sure that you are asking questions that provide real insight into how the person will perform on the job.

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Validity & Reliability



Reliability
refers to the extent to which a selection technique achieves consistency in what it is measuring over repeated use. When a person takes two alternative form of same level tests and scores same marks then the test would be called reliable. Are the test results stable over time?

Validity
The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure? 18

Guidelines for Conducting an Interview

Base questions on actual job duties  Use the same questions with all candidates  Use rating scales to rate answers  Use multiple interviewers or panel interviews  Take brief notes during the interview  Do ask open-ended questions  Do listen to the candidate to encourage him or her to express thoughts fully  Train interviewers

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Content of the Interview

 Occupational

experience  Academic achievement  Interpersonal skills  Personal qualities  Organizational fit  Candidates objectives
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Types/Format of Interviews Unstructured InterviewA meeting with a job applicant in which questions are made-up during interview. Unplanned Structured Interview A process in which an interviewer consistently presents the same series of job-related questions to each applicant for a particular job. Mixed Interview Combination of different type of interview. Stress interview A form of interview that intentionally creates anxiety to determine how a job applicant will react in certain types of 21 situations.

A customer comes in angry and upset. How would you handle this situation?

A deadline for a project is near and it looks like you wont meet the deadline. How would you handle this?

Situational interviews questions focus on the candidates ability to project what his or her behavior would be in a given situation
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Give me a specific example of a time when you had to conform to a policy with which you did not agree

Behavioral interview  A structured interview where applicants are asked to relate actual incidents from their past that are relevant to the targeted job to probe the candidates approach


Describe a time when you were faced with a stressful situation that demonstrated your coping skills.

Past behavior is best predictor of future behavior

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Methods of Interviews
One-on-One Interview The applicant meets one-on-one with an interviewer.  Group Interview Several applicant interact in the presence of one or more company representatives  Board/Panel Interview A meeting in which one candidates is interviewed by several representatives of a company.

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Potential Interviewing Problems  Inappropriate questions  Premature judgments/ Snapshot Judgment  Interviewer domination  Inconsistent questions  Lack of training  Personal biases  Similar to me effect  Stereotyping- Judgment of some 1 on the bases of ones perception of the group to which that person belongs.  Central Tendency
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Contrast Effects Interviewer doesnt evaluate person in isolation, His reaction is usually influenced by others persons who are recently encountered, for example, an interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate. By comparison, the last applicant may appear to be better qualified than he or she actually is. Halo Error Drawing a general impression about an individual on the bases of single or very few positive characteristics. Horn Error Drawing a general impression about an individual on the bases of single or very few negative characteristics. The serial position effect refers to the finding that recall accuracy varies as a function of an item's position within a study list. When asked to recall a list of items in any order (free recall), people tend to begin recall with the end of the list, recalling those items best (the recency effect). Among earlier list items, the first few items are recalled more frequently than the middle items (the primacy effect)
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Graph showing the serial position effect, the vertical axis shows the percentage of words recalled, the horizontal axis shows their position in the sequence
Recency Error
Inaccuracy or flaw in performance appraisal or job interview, caused by the evaluator's or the interviewer's reliance on the most recent occurrences of the employee's or the applicant's behavior.

Primacy Error

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Preparation Before the Job Interview

Thorough preparation is essential. Go through the following steps to ensure success at the interview: 1. Understand yourself (a rational selfassessment of your strengths weaknesses is a must) 2. Know details about the available position (review how your skills relate to the open position) 3. Do home work on company (analyze the firm)

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4. Rehearse possible questions

5.

6.

(brainstorm issues, questions) Speak with insiders (learn from alumni, from other familiar with the company. Plan to look good.

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Questions Frequently Asked During The Employment Interview

          

Introduce your self? Why do you want to work for our company? Do you have any geographic preferences? Why did you select your college major? What is your major weakness? Strength? What are your career goals? Why should we hire you for our company? What job skills do you have? Do you like to travel? How long do you expect to work? What would you do if you are failed to get this job 30

          

What do you know about our company? What are your ideas about salary? How interested are you in sports? General knowledge/Current affairs What's your father income/profession ? Your internship Tell me a story/joke, sing a song Your favorite book/writer/movie/sport/actor etc. What's your favorite subject & why? How do you spend your spare time? What are your hobbies? 31 Your last job?

5.References and Background Investigations

         

Previous employer Current employer Education verification Personal reference check Criminal history Driving record Civil litigation Workers compensation history Credit history Social security number verification

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6.Medical Examination
Examination to determine an applicants physical fitness for essential job performance. To verify that the applicant meets the physical requirements of the position To discover any medical limitations you should take into account in placing the applicant. To establish a record and baseline of the applicants health for future insurance or compensation claims. To reduce absenteeism and accidents To detect communicable diseases that may be unknown to the applicant.
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7.Supervisory Interview Specific job related questions are asked. 8.Realistic Job Preview Conveying both positive & negative in-depth job information to the applicants in order to remove unrealistic expectation. 9.Hiring Decision Person whose qualification, experience & performance are most closely conform with requirements of the open position is selected. Job Offer Appointment Probation & Conformation
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