A process of matching individual skills and job
Recruitment & Selection
Bases of Selection Process
The selection process has to be based on:
• HR Planning
• Job Description
Includes; tasks, duties and responsibilities that the job entails
• Job Specifications
Includes; knowledge, skills, and abilities required of the job
Types of Recruitment
Hiring a person from within the organization (transfer /
promotion) – through internal posting.
Internal career ladder
Reduce recruitment costs
Reduce training costs
Morale problems among
those skipped over
Can create critical gap in
Bias play a role
Hiring a person from outside the organization
New perspective on
Cheaper than training
Avoid political problems
Advertising for the
Difficult to find a good fit
Discourage internal progress
Job orientation takes longer
Lower productivity in the
Possibility of personality
Completion of application form
Verification of references
Medical exam Note:
An applicant may be
rejected after any step
in the process.
Reception of applicants
Steps of The Selection Process
Formal / in-depth conversation where interviewer and
applicant exchange information
The most widely used selection procedure/tool
To determine if the candidate;
• Can do the job
• Can do the job well
• Fits into the team
• Fits into the organization
How To Insure The Interview
Interviewers are the basic elements of the
To assure the success of an interview, all
interviewers should be trained to use the best
available interviewing techniques.
More reliable and accurate
Best for determining organizational fit and interpersonal skills.
Objective evaluation - More valid as there’s no scope for
Help inexperienced interviewers to conduct useful interviews
Obtains Decision Making Facts
One size may not fit all
Includes a set of standardized, closed, short & clearly-worded
questions (Checklist of questions )
Candidates are more comfortable
Encourages applicant to do much of the talking
Lots of data are collected for better evaluation of the
knowledge, skills, attitude, feelings, ….etc.
More likely used for top management
An interview in which the applicant is allowed the maximum
amount of freedom in determining the course of the discussion
An interview in which an applicant is asked questions about
what he/she actually “did” in prior job situations that are
similar to situations they may encounter on the job.
Research indicates that behavioral interviews are nearly eight
times more effective than other interview formats.
An interview in which an applicant is given action situations
that might be encountered on the job and asked how he/she
“would” respond to it.
Using video conference technologies to evaluate job
candidates’ technical abilities, skills and appearance
Less cost than the face-to-face interview
Applicant meets an interviewer
Bias could be occurred
Conducted by two or more interviewers from various
Panel or Board Interviews
It overcomes any biases that individual
interviewers might have.
Improve interactions for better assessment.
Several interviewees (3-10) together in a group discussion at
Take the form of a problem-solving exercise
Needs highly skilled interviewers / moderators
“Loud-mouths” may control
Base questions on actual job duties
Develop questions related to 3-4 important qualities required
Design questions which probe experience and seek evidence
Standardize the types of questions asked.
Test the questions to ensure they can be answered
Train the interviewers to rate the answers
Prepare straightforward questions
Develop several questions;
Open Ended Questions
Closed Ended Questions (Yes/No questions)
Questions about content or skills if already obvious
Personal private questions
Poor questions …… example?
We think long-term relationships are important; how long
do you expect to remain in this position?
Questions to be Avoided
- Perform Teams
- Assign a Position for each team
- Develop Questions
- Design Evaluation Form
Anatomy of the Interview
Chronological review of the resume
Use probing phrases
Sell the job and the organization
Close the interview
What happened next?
Please be more specific
Give me another example
What were you thinking?
Why was that important?
Related to Interviewers
Closed minded interviewers
Not knowing the job
Poor communication skills
Poor listening skills
Influenced by candidates nonverbal behavior
Affected by first impression
Believe on their ability to “read” a candidate
Not taking notes – You’ll forget interview’s content within minutes
Related to Procedures
Too formal or too informal
Questions are not job-related
Some valuable information is not considered
Engaging in friendly chitchat with candidates
Pressured to hire
Biases in Interviews
Same sex bias
Prior knowledge about the applicant.
An interviewer’s tendency to favor applicants who share his own
Establish an interview plan
Set specific objectives and scope of each interview.
Know the job well
Use questions effectively & assure consistency
Use the same questions with all candidates
Ask more open-ended questions
Avoid aggressive and/or private question
Standardize the interview process & questions for a certain job
Give careful attention to the selection of the interviewers.
Use panel interviews (recommended)
Establish and maintain rapport (links).
Allow enough time
Control interview discussion & time – avoid candidate leading
Minimize biases and stereotypes
Avoid the influence of “beautyism.”
Provide information as freely and honestly as possible.
Put the applicant at ease
Pay attention to body language / nonverbal communication.
Encourage the applicant to do most of the talking
Listen actively & attentively
Don’t make snap decisions
Take brief notes during the interview immediately
Record facts not emotions
Review your interview notes & evaluate immediately
Review & evaluate “after” NOT “during”
Evaluate yourself & the interview process
Evaluate Yourself After the
Goal is to develop your performance in conducting interviews
Did you arrive on time?
Did you dress professionally?
Did you plan & organize the interview properly?
Did you communicate effectively?
Did you set properly & maintain your body language?
Did you maintain eye contact & smile?
Did you develop questions effectively & consistently?
Did you ask questions correctly?
Did you listen effectively?
Did you gain more experience?
What are good and/or bad things happened?
Did you close the interview properly?
Communication is the process of sending and receiving
messages between “Sender” & “Receiver”
It is EFFECTIVE only when
The message is clear & understood
It stimulates feedback
Your ability to communicate effectively with the
interviewee increases the interview effectiveness.
Communication forms used in the interview;
Body language (Visual)
Analyze your time in Interview
Principles of an Effective
Interviewer is responsible for success or failure of interview
Professionals accept responsibility
Organize interviewers roles
Organize your documents
Organize your speech
Have the appropriate attitude
Be warm, accepting, understanding, open minded, honest,
fair, smiley, friendly….etc
Have a professional appearance
- Watch the Videos
- Evaluate the Interviewer skills