4.selection
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  • Written tests were widely used until the early 1960s when they fell into disfavor. They were frequently characterized as discriminatory and not job related. However, since well-constructed tests can help predict success on the job, tests have made a comeback. It is, though, important that organizations use tests that are reliable and valid and have been designed to measure the skill or ability. Good tests can help reduce the likelihood of making a poor hiring decision.
  • Reference checks occur when a potential employer contacts previous employers to verify information that the applicant has provided.It is important to ask good questions in order to get the information necessary to make a good hiring decision. Important to have well-constructed questionsCan you Outsource This? How far can you dig?
  • Sometimes when you contact the previous employer, the person contacted might have some grudge against the candidate and give false information. Or he might not have been a proper judge of the candidate’s potential. Secondly if the nature of the job is different , the candidate’ s performance in a previous job of different nature might not be that important a factor.Moreover there are many factors linked to an employees performance which may result in his good/bad performance at a previous workplace. Since these cannot be judged with a phone call..this method is not exactly reliable.

Transcript

  • 1. Selection Dr. Desai
  • 2. Selection – the process by which an organization chooses from a list of applicants the person or personswho best meet the selection criteria for the position available, considering current environmental conditions
  • 3. Internal Environmental FactorsInfluencing Selection  Organization characteristics that can influence the selection process: – Size – Complexity – Technological ability
  • 4. External Environmental FactorsInfluencing Selection  Government employment laws and regulations  Size, composition, and availability of local labor markets
  • 5. Selection  Prediction exercise – Thus, Not Perfect  Decision-making exercise  Purpose is to hire the person(s) best able to meet the needs of the organization  Tied Back to Strategy
  • 6. Selection  Are there ways that managers can ensure that the decision achieves the desired outcome? (time and time again) – Yes, use HR Tools which are Reliable & Valid
  • 7. Reliability of Selection Criteria  Degree to which selection tool measures the same thing consistently  Can be a test or an interview  Same questions need to be asked.
  • 8. Validity Relationship between selection tool and appropriate criterion What a selection technique measures and how well it measures Must be proven and relevant to job – E.g.: keyboarding skills for data entry clerk.
  • 9. Selection Criteria Experience Formal and Past Education Performance Personal Physical characteristics Characteristics and Personality type
  • 10. Steps in the Selection Process Background Preliminary and Selection Screening Reference Decision checks Employment Employment Physical Interview Tests Examination
  • 11. The Selection Process Initial Screening – Involves screening of inquiries and screening interviews. – Job description information is shared along with a salary range.
  • 12. The Selection Process Employment Interview Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests  Two strategies for effective use of interviews: 1. Structuring the interview to be reliable and valid 2. Training managers on best interview techniques
  • 13. 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
  • 14. Common Types of Interviews Non-directive – Most Latitude – Questions are open ended – This can get you into trouble Behavioral Description – As about a situation you have experienced. – Candidates are observed not only for what they say, but how they behave. – Role playing is often used. Structured – Panel – Situational • Why is a Situational Analysis Good.
  • 15. The Selection Process Realistic Job Preview – RJP’s present unfavorable as well as favorable information about the job to applicants. – May include brochures, films, tours, work sampling, or verbal statements that realistically portray the job. – RJP’s reduce turnover without lowering acceptance rates.
  • 16. Activity : Interview Questions  Lets come up with some interview questions!
  • 17. The Selection Process Employment Tests  Estimates say 60% of all organizations use some type of employment tests.  Mechanism that attempts to measure certain characteristics of individuals, e.g., – aptitudes – intelligence – Personality – Ability – interest  Should be validated before being used to make hiring decisions
  • 18. The Selection Process Employment Tests – Performance simulation tests: requires the applicant to engage in specific job behaviors necessary for doing the job successfully. – Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills.
  • 19. The Selection Process Employment Tests – Assessment centers: A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills. – Testing in a global arena: Selection practices must be adapted to cultures and regulations of host country.
  • 20. The Selection Process Background Investigation or Reference Checks :  Verify information from the application form  Typical information verified includes: – former employers – previous job performance – education – legal status to work – credit references – criminal records
  • 21. The Selection Process Background Investigation  Do not always provide an organization with meaningful information about applicants  Concerns over the legality of asking for and providing confidential information about applicants
  • 22. The Selection Process Physical Examinations  Should be required only after a conditional offer of employment has been made
  • 23. Summary  Putting more money into selection can significantly reduce the amount of money it must spend on training  A selection system will make some mistakes – No guarantee of successful job performance