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SELECTION THE BEST

PEOPLE

SELECTION

“ The process of choosing from a
group of applicants those individuals
best suited for a particular position
and organization”

especially team Cost a firm money ( higher for expatriate assignments) Affect the organization’s distinctive advantage Devastate a small companies .SIGNIFICANCE OF EMPLOYEE SELECTION     Affect the morale of the entire staff.

ENVIRONMENTAL FACTORS        Other HR Functions Legal Considerations Speed of Decision Making Organizational Hierarchy Applicant Pool Type of Organization Probationary Period .

SELECTION PROCESS        The Preliminary Interview Review of Applications and Résumés Selection Tests Employment Interviews Reference and Background Checks Selection Decision Medical Examination .

TYPES OF EMPLOYMENT TESTS   Differ in characteristics related to job performance by individuals Relate to :  cognitive abilities  psychomotor abilities  job knowledge  work samples .

TYPES OF EMPLOYMENT TESTS (CONT.)       vocational interests personality substance abuse testing genetic testing internet testing assessment centers .

EMPLOYMENT INTERVIEW     A goal-oriented conversation in which an interviewer and an applicant supposedly exchange information Endured the preliminary interview and scored satisfactorily on selection tests Need additional information because of mislead appearances Willing to work and adapt to the particular organization .

empathy. familiar with the applicant’s qualifications. develop a job profile . and communicate effectively. minimum of interruptions Interviewer– pleasant personality.INTERVIEW PLANNING    The speed in which the process occurs Physical location– pleasant. private. the ability to listen.

company. not what future behavior might be .INTERVIEW CHECKLIST     Compare an applicant’s application and résumés with job requirements Develop questions related to the quality sought Prepare a step-by-step plan to present the position. division and department Determine how to ask for examples of past applicant behavior.

CONTENT OF INTERVIEW      Occupational experiences Academic achievement Interpersonal skills Personal qualities Organizational fit  Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system .

its strengths and weaknesses and competitors To be listened and understood To be treated fairly with respect To gather information about the job and the company To make an informed decision concerning the desirability of the job .CANDIDATE’S ROLE AND EXPECTATIONS       To learn the history of the company and a description of its products and customers To have understanding of the firm’s business priorities.

METHODS OF INTERVIEWING  One-on-one interview  Group interview  A meeting in which several job applicants interact in the presence of one or more company representatives .

)   Board interview  A meeting in which several representatives of a company interview a candidate in one or more sessions Stress interview  Internationally creates anxiety to determine how a job applicant will react in certain type of situations .METHODS OF INTERVIEWING (CONT.

POTENTIAL INTERVIEWING PROBLEMS      Inappropriate Questions Premature Judgments Interviewer Domination Inconsistent Questions Central Tendency .

POTENTIAL INTERVIEWING PROBLEMS       Halo Error Contrast Effects Interviewer Bias Lack of Training Behavior Sample Nonverbal Communication .

VERIFICATION OF INFORMATION ACCURACY   Personal reference check Background investigations  Polygraph tests  Outsourcing investigations .

VERIFICATION OF INFORMATION ACCURACY (CONT.)  Elements to verify  Previous employment  Education  Personal references  Criminal history  Driving record  Workers’ compensation history  Credit history  Social security no .

REASONS TO CONDUCT BACKGROUND INVESTIGATION      Negligent hiring  Assign a potentially dangerous person to a position At-risk employers Occupational Safety and Health Act’s role Double jeopardy Due diligence required .

20 .THE SELECTION DECISION     An organization obtains and evaluates information about the finalists in a job selection process Medical Examination Notification of Candidates Management should notify successful and unsuccessful candidates of selection decision as soon as possible.

INDUCTION TRAINING  Induction is the process whereby a person is formally introduced and integrated into an organization or system .

To identify on-going training and development needs e. To begin to socialize recruits into the culture and norm c. To help new recruits to find their bearing b. To support recruits in beginning performance d.INDUCTION TRAINING The purpose of Induction a. To avoid initial problems at the induction crisis .

Introduce the recruit to key people in the office including a mentor .Pinpoint the areas that the recruit will have to learn to start the job Step 2.Introduce the recruit to the work premises and facilities Step 3.THE PROCESS OF INDUCTION     Step 1.Briefing by the HR manager on relevant policies and procedures Step 4.

as reported by the recruits’ mentor and by the recruit himself .Plan and implement an appropriate training program for whatever the recruit is needed Step 7.Introduce work procedures Step 6.THE PROCESS OF INDUCTION (CONT.Monitor initial progress as demonstrated by performance.)    Step 5.

Thanks You Very Much For Your Attention 1-25 .