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Selection

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6 views

Selection

Uploaded by

sherinelabateya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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SELECTION

Selection Definition

 It is the process through which the organization


decides which applicant(s) will be hired to fill the job
vacancy.

 Applicant(s)/Recruits
Employee(s)/Hires
Considerations To Take Into Account

 EEO and Affirmative Action

 HR Policy

 Internal versus External Selection

 Selection Ratio = Total Number of Applicants Hired / Total Number of Applicants


 Question: Which ration is better? 12/15 or 12/20
 Answer: 12/20 Given that these 20 are qualified applicants
Selection

Inputs Process
Output
 Organization Strategy 1. Screening of CVs/Job Application Blanks  Hires/Employees
 Job description 2. Employment Tests
 HR Plans
3. Interviews
 Recruits
4. Background and Reference Checks
5. Medical Examination
In case of Internal Selection:
6. Realistic Job Previews (RJP)
 Performance Appraisal

7. Hiring Decision
Career Development Plans
Selection

1. Screening of CVs/Job Application Blanks


Preliminary Reception of Applicants
Courtesy Interview

 An image and idea about the organization


 Misfits
Selection

2. Employment Tests

 Test Validity
Examples
 Performance tests The test measures a certain job

criterion
Knowledge tests
 Aptitude tests
 Test Reliability
 Cognitive tests
 Motor/physical tests The test yields consistent results
 Personality tests
 Psychological tests  Cut Score
 Honesty tests A scoring point under which the
 Medical tests
applicant is rejected
Selection

3. Interviews

• Individual/One-to- • Structured/Directive • Selection Interview • Stress Interview


One Interview Interview
• Unstructured/ • Supervisory • Situational
• Group Interview Nondirective Interview Interview
• Panel Interview Interview
• Mass Interview • Semi-structured/ • Behavioral
Mixed Interview Interview
# of Who
Structure Content of
People Conducts
of the the
within the the
Interview Interview
Interview Interview
Selection

4. Background and Reference


Checks

 Background Checks Negligence Hiring


 Educational Checks
 Criminal Checks
 Financial Checks

 Reference Checks
 Personal References
 Employment References
Selection

Conditional Job Offer


Selection

5. Medical Examination

 Contagious Diseases
 Medical Insurance Package
Selection

6. Realistic Job Previews (RJP)

 The aim is to demonstrate to the candidate the tasks involved and the
skills required in the job they are applying for and then to encourage
candidates to assess their own suitability for the job and to self-select
themselves out of the process if they feel that the job is not suitable for
them.

 The research shows that successful candidates have higher levels of


organizational commitment, job satisfaction, performance and tenure in
instances where effective job previews have been used.
Selection

6. Hiring Decision

 It could be taken by:


 HR Manager
 Operating/Direct Manager
 Weighted Decision
 Top Management
Selection

 In case of Internal selection, we may omit:


 Step1: Preliminary Reception of Applicants
 Step 4: Background and Reference Checks
 Step 5: Medical Examination
Selection

 What Is The Next Step

 Thank Those Who are Rejected and Keep Record of Them

 Salary

 Discrete Versus Comprehensive Approach


In Brief,

Selection

Inputs Process
Output
 Organization Strategy 1. Screening of CVs/Job Application Blanks  Hires/Employees
 Job description 2. Employment Tests
 HR Plans 3. Interviews
4. Background and Reference Checks
In case of Internal Selection: Conditional Job Offer
 Performance Appraisal 5. Medical Examination
 Career Development 6. Realistic Job Previews
Plans
7. Hiring Decision

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