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Selection
Selection
Selection
Selection
Selection
Selection
Selection
Selection
Selection
Selection
Selection
Selection
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Selection
Selection
Selection
Selection
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Selection
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Selection

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Selection Techniques.

Selection Techniques.

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  • 1. Selection Min Khaung ( EMPA – 8 )
  • 2. THE RECRUITMENT AND SELECTION PROCESS The stages of recruitment and selection are: 1. Defining requirements Recruitment 2. Attracting candidates 3. Sifting applications – Short-listing 4. Interviewing – Preliminary, Final 5. Testing 6. Assessing candidates 7. Obtaining references 8. Checking applications 9. Offering employment 10.Following up Min Khaung ( EMPA - 8 ) Selection 2
  • 3. SELECTION • Selection is the Process of choosing from a group of applicants those individuals best suited for a particular position and organization. • Brick Recruitment 3 Min Khaung ( EMPA - 8 )
  • 4. FACTORS AFFECTING SELECTION PROCESS • • • • • • • Other HR Functions Legal Consideration Speed of Decision Making. Organizational Hierarchy Applicant Pool ( Selection Ratio ) Type of Organization Probationary Period 4 Min Khaung ( EMPA - 8 )
  • 5. SELECTION PROCESS 1. Sifting applications – Short-listing 2. Interviewing – Preliminary, Final 3. Testing 4. Assessing candidates 5. Obtaining references 6. Checking applications 7. Offering employment 8. Following up 5 Min Khaung ( EMPA - 8 )
  • 6. SIFTING APPLICATIONS – SHORT-LISTING • • • • • • • Based on Job Description Based on Job Specification Selection Ratio Time Factors Applicant Pools Types of Organization Hierarchy 6 Min Khaung ( EMPA - 8 )
  • 7. INTERVIEWING • Preliminary – HR Manager, • Final Interview – Head of Respective Department, HR 7 Min Khaung ( EMPA - 8 )
  • 8. PREPARING FOR THE INTERVIEW • • • • • Check person specification. Decide on approach to interview and timing. Study candidate’s application. Prepare general questions. Prepare specific questions. 8 Min Khaung ( EMPA - 8 )
  • 9. TYPES OF INTERVIEW • • • • • STRUCTURED INTERVIEW Situational Questions Job- Knowledge Question Job-Sample Simulation Question Worker Requirement Questions; Behavioral Interview – Relating previous experience with new job UN-STRUCTURED INTERVIEW • Take more Time • Questions are not prearranged, • Allowing for spontaneity and for questions to develop during the course of the interview. 9 Min Khaung ( EMPA - 8 )
  • 10. INTERVIEW METHODS • • • • Individual Interview Selection Panel Group Interview Stress Interview 10 Min Khaung ( EMPA - 8 )
  • 11. INTERVIEW METHODS 11 Min Khaung ( EMPA - 8 )
  • 12. SELECTION INTERVIEWING: OVERALL APPROACH • Content – ensure you cover all the areas you need to explore. • Contact – ensure you establish a relationship (rapport) that will encourage the candidate to respond to your questions. • Control – maintain control over the interview, don’t let the candidate digress, and keep to time. 12 Min Khaung ( EMPA - 8 )
  • 13. SELECTION INTERVIEWING: CONTENT • Start (5%): put candidate at ease, provide information about job and company (not too much). • Middle (80%+): ask questions to get information on candidate’s capabilities, qualifications and experience and to assess personality. • End (up to 15%): give candidates chance to ask questions, provide more data, inform of next step. 13 Min Khaung ( EMPA - 8 )
  • 14. QUESTIONS FOR INTERVIEW • • • • • Occupational Experience Academic Achievement Interpersonal Skills Personal Qualities Organizational Fit 14 Min Khaung ( EMPA - 8 )
  • 15. TEN COMMON INTERVIEW QUESTIONS 15 Min Khaung ( EMPA - 8 )
  • 16. ASKING QUESTIONS • Open questions ( to encourage a full Response ) • Probing questions (to get further details ) • Closed questions (to clarify a point of fact ) • Hypothetical questions (to put a situation to candidates and ask them how they would respond ) • Behavioral event questions (to get candidates to tell you how they would behave in situations that have been identified as critical to successful job performance ) 16 Min Khaung ( EMPA - 8 )
  • 17. ASKING QUESTIONS • Capability questions (to establish what candidates know, the skills they possess ) • Questions about motivation (The degree to which candidates are motivated ) • Continuity questions (to keep the flow going in an interview ) • Play-back questions (test your understanding ) • Career questions (insight into motivation as well as establishing how they have progressed ) • Focused work questions (more about particular aspects of the candi-date’s work history,) • Questions about outside interests (can give some insight into how well motivated) Min Khaung ( EMPA - 8 ) 17
  • 18. QUESTIONS TO BE AVOIDED • Who is going to look after the children? • Are you planning to have any more children? • Would it worry you being a member of an ethnic minority here? • With your disability, do you think you can cope with the job? 18 Min Khaung ( EMPA - 8 )
  • 19. INTERVIEWING – COMMON MISTAKES • the ‘halo effect’. • the ‘horns effect’. • Not weighing the balance between favorable and unfavorable information. • Coming to firm conclusions on inadequate evidence. • Making snap or hurried judgments. • Making prejudiced judgments. • Interviewer Domination Min Khaung ( EMPA - 8 )
  • 20. INTERVIEWING – COMMON MISTAKES • Inappropriate Question • Inconsistent Question • Central Tendency • Contrast Effect • Lack of Training • Nonverbal Communication Min Khaung ( EMPA - 8 )
  • 21. SELECTION TESTS Selection tests are used to provide valid and reliable evidence of levels of abilities, intelligence, personality characteristics, aptitudes and attainments 23 Min Khaung ( EMPA - 8 )
  • 22. TYPE OF SELECTION TEST • • • • • • • • • • • Psychometric Test ( IQ, EQ ) Cognitive Aptitude Test Job-Knowledge Test Work-Sample Test Vocational Interest Test Personality Test Substance Abuse Test General Test Graphoanalysis Internet Testing Assessment Center 24
  • 23. ASSESSMENT CENTER • Focus of the centre is on behavior • One-to-one role-plays and group exercises • Interviews and tests will be used in addition to group exercises. • Several candidates or participants are assessed together to allow interaction • Several assessors or observers are used in order to increase the objectivity of assessments. 25
  • 24. ASSESSING CANDIDATES • Refer to key points in person specification and mark candidate as appropriate: • exceeds specification; • fully meets specification; • just meets the minimum specification; • does not meet the minimum specification. Min Khaung ( EMPA - 8 )
  • 25. OBTAINING REFERENCES • Written References • Telephone References – What was the period of employment? – What was the job title? – What work was carried out? – What was the rate of pay or salary? – How many days’ absence over the last 12 months? – Would you re-employ (if not, why not)? – What was the reason of leaving, resigning? 27 Min Khaung ( EMPA - 8 )
  • 26. CHECKING APPLICATION Checking Applicant’s CV & Interview Result 28
  • 27. SELECTION DECISION • An organization obtains and evaluates information about the finalists in a job selection process • Notification of Candidates • Management should notify successful and unsuccessful candidates of selection decision as soon as possible. 29
  • 28. OFFERING EMPLOYMENT 30 Min Khaung ( EMPA - 8 )
  • 29. FOLLOWING UP MEDICAL EXAMINATION ( NORMALLY AFTER JOB OFFER ) 31 Min Khaung ( EMPA - 8 )
  • 30. 32 Min Khaung ( EMPA - 8 )

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