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Selection: Good Selection Decisions Make A Difference

The document discusses various methods used in the selection process. It describes selection as the process of choosing qualified candidates to fill open positions. The main methods covered are testing, gathering information from applications and references, and interviewing candidates. It provides details on common types of tests, what information is typically collected, and structured vs unstructured interview styles. The goal of selection is to choose the best candidates who are likely to succeed in open roles.

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Ranjana Kejariwal
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© © All Rights Reserved
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65 views

Selection: Good Selection Decisions Make A Difference

The document discusses various methods used in the selection process. It describes selection as the process of choosing qualified candidates to fill open positions. The main methods covered are testing, gathering information from applications and references, and interviewing candidates. It provides details on common types of tests, what information is typically collected, and structured vs unstructured interview styles. The goal of selection is to choose the best candidates who are likely to succeed in open roles.

Uploaded by

Ranjana Kejariwal
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Selection

GOOD SELECTION DECISIONS MAKE A


DIFFERENCE
Recent Trends in selection

Selection by invitation- key executives of


Competitors

Leasing - consultancies & firms

360 degree selection program


Flow Chart:
BUSINESS OBJECTIVES

HR PLANNING

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

RECRUITMENT

SELECTION
Definition: Selection

1
The Process of making a Hire or No Hire
decision regarding each applicant for a job.

Or
2
Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
Why careful selection is important?

Companys performance

Cost

Legal obligations- EEO (Equal opportunity law, negligent


hiring

Negligent hiring refers hiring employees with criminal


records or other such problems.

Cost Benefit Analysis of selection


Factors affecting selection process

Profile matching
Person job fit right competency levels (KSAOs )
Person Organization fit

Organizational & social environment

Successive hurdles

Multiple correlations
Selection decision

Miss Hit
Would have performed well
low prediction Both high

Hit Miss
Person does not succeed in the job as
well as low predicted Person fails on the job
Wrong hire
Basic Selection Criteria

Formal Education

Experience and Past Performance


BASIC
SELECTION
CRITERIA Physical Characteristics

Personality Characteristics
Process of Selection
Initial screening
Fail to meet minimum
qualification Passed
Completed application
Failed to complete job
application or failed job Passed
specification
Employment test
Failed Test
Passed
Passed Conditional job
Comprehensive interview
offer
Failed to impress
interviewer and / meet
job expectations
Background Examination
Problem if required
encountered
Passed
Reject Applicant
Medical/physical examination if
Unfit to do essential required (conditional job offer
elements of job Able to perform
essential elements
of job

Permanent job offer


Selection Methods
The Three most Common Methods
used are:

1. Testing

2. Gathering Information

3. Interviewing
1.Testing

Tests measure knowledge, skill,


and ability, as well as other
characteristics, such as personality
traits.

TESTING TYPES

Work
Cognitive Personality Physical Integrity
Sample
Ability Test Test Ability Test Test Testing
Employment tests

Aptitude tests- GMAT , EQ , skill test , psychomotor tests Mechanical


aptitude

Achievement tests -Job knowledge tests, Work sample tests

Ability tests -Physical ability tests (Crawford small part dexterity test)

Cognitive ability test general reasoning ( IQ tests) and specific mental


abilities like memory & numeric . GRE (Graduate record Examination)

Personality & interest inventories (they measure the basic aspects of an


applicants personality such as introversion, stability & motivation,
temperament)

Strong Campbell Interest inventory


Personality test

Projective tests like Make a picture story


Thematic Apperception Test

Rorschach Inkblot test 1921

Self reported tests (Minnesota multiphasic personality


inventory(MMPI), Interpersonal style inventory , sales
achievement predictor.

Big Five personality traits


Myers Briggs Type indicator (MBTI)
Graphology
Work sample tests

Map reading test for traffic control officers, complex


coordination tests for pilots, in basket exercises for
managers.
situational tests
Video based simulation
Miniature job training evaluation
Basic Testing Concepts

Job Analysis

Reliability- consistency

Inter rater reliability agreement between two or more raters

Validity

1. Criterion related validity


Concurrent validity
Predictive validity
Cross validation
2. Content Validity
3. Construct Validity
How to validate a test?

1.Analyze the job right criteria for measuring performance and also
predicting.
What do you mean by success on job?
The standards of success are criteria
Production related criteria , personnel data and judgments of worker
performance
2.Choose the tests (16 personality factors ,MBTI )
Academy of HRD ,Ahmedabad conducts regular programs to train test
administrators on various aspects of testing.

3.Administer the test

4.Relate your test scores ( the predictor )& performance criteria

5. Cross Validate & revalidate periodically


Gathering Information

Common methods for gathering information include


application forms and rsums, biographical data, and
reference checking.
Generally ask for information such as
address and phone number, education,
work experience, and special training.
Application
Forms and At the professional-level, similar
Rsums information is generally presented in
rsums.

Historical events that have shaped


Biographical a persons behavior and identity.
Data

Involves contacting an applicants


Reference previous employers, teachers, or friends
Checking to learn more about the applicant Issues
with reference checking
Sources of information about job candidates

Application forms and Online applications

Biographical information blanks (Issues related to family life , hobbies,


club memberships , sales experience & investments.)

Life insurance Agency management in 1917 constructed 7 validated a BIB


for life insurance sales people.
Some of the questions asked :
At what age did you leave home?
Did you ever build a model airplane that flew?

Background investigation(past employment, educational ,criminal records


check, credit history, motor & vehicle record check)

To comply with privacy laws laid down by supreme court of India to treat
all applicants fairly & consistently.
Interview

The interview is the most frequently


used selection method.
Interviewing occurs when applicants
respond to questions posed by a
manager or some other
organizational representative
(interviewer).
Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.
3.Types of Interview

Situational
Interview
1. Structured
Interviews Behavioral
Interview
Types of
Interviews

2. Unstructured
Interviews
Illustration:
1. Structured 2. Unstructured
Interviews Interviews
Uses a list of predetermined
questions. All applicants are Interviews-open ended
asked the same set questions. questions are used such as Tell
There are two types of me about yourself
structured interviews.

SITUATIONAL BEHAVIORAL
INTERVIEW INTERVIEW This allows the interviewer
to probe and pose different
In which the In which the
interviewer asks sets of questions to different
questions focus
questions about applicants.
on the
what the applicant
would do in a applicants
hypothetical behavior in past
situation situations.
The Effectiveness of Interviews

Prior knowledge about an applicant


Attitude of the interviewer
The order of the interview
Negative information
The first five minutes
The content of the interview
The validity of the interview
Structured versus unstructured interviews
Guidelines for employment interviews

Establish an interview plan


Establish & maintain rapport
Be an active listener
Pay attention to nonverbal cues
Provide information as freely & honestly as possible
Use question frequently
Separate facts from inferences
Recognize biases & stereotypes
Control the course of interview
Standardize the questions asked
Reaching a selection decision

Summarizing information about clients

Can do factors ( KSA ) and will do (personality ,values &


motivation) factors in the selection decisions.
Decision strategy to be used
Two basic approaches are :

Clinical approach- review data of all applicants


Statistical approach identifying the most valid predictors &
weighing them through statistical methods.

1.Compensatory model
2. Multiple cut off model
3. Multiple hurdle model
Your Hired

Now What?

Most Important Stage

Do not ask people what will happen if we train


people & they leave ?Instead ask what will happen if
we do not train people & they stay on
Zig Ziegler

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