Selection
Min Khaung ( EMPA – 8 )
THE RECRUITMENT AND SELECTION
PROCESS
The stages of recruitment and selection are:
1. Defining requirements
Recruitment
2....
SELECTION
• Selection is the Process of choosing from a
group of applicants those individuals best suited
for a particular...
FACTORS AFFECTING SELECTION
PROCESS
•
•
•
•
•
•
•

Other HR Functions
Legal Consideration
Speed of Decision Making.
Organi...
SELECTION PROCESS
1. Sifting applications – Short-listing
2. Interviewing – Preliminary, Final
3. Testing
4. Assessing can...
SIFTING APPLICATIONS – SHORT-LISTING
•
•
•
•
•
•
•

Based on Job Description
Based on Job Specification
Selection Ratio
Ti...
INTERVIEWING
• Preliminary
– HR Manager,

• Final Interview
– Head of Respective Department, HR

7
Min Khaung ( EMPA - 8 )
PREPARING FOR THE INTERVIEW
•
•
•
•
•

Check person specification.
Decide on approach to interview and timing.
Study candi...
TYPES OF INTERVIEW

•
•
•
•

•

STRUCTURED
INTERVIEW
Situational Questions
Job- Knowledge Question
Job-Sample Simulation
Q...
INTERVIEW METHODS
•
•
•
•

Individual Interview
Selection Panel
Group Interview
Stress Interview

10
Min Khaung ( EMPA - 8...
INTERVIEW METHODS

11
Min Khaung ( EMPA - 8 )
SELECTION INTERVIEWING:
OVERALL APPROACH
• Content – ensure you cover all the areas you
need to explore.
• Contact – ensur...
SELECTION INTERVIEWING:
CONTENT
• Start (5%): put candidate at ease, provide
information about job and company (not too
mu...
QUESTIONS FOR INTERVIEW
•
•
•
•
•

Occupational Experience
Academic Achievement
Interpersonal Skills
Personal Qualities
Or...
TEN COMMON INTERVIEW QUESTIONS

15
Min Khaung ( EMPA - 8 )
ASKING QUESTIONS
• Open questions ( to encourage a full Response )
• Probing questions (to get further details )
• Closed ...
ASKING QUESTIONS
• Capability questions (to establish what candidates
know, the skills they possess )
• Questions about mo...
QUESTIONS TO BE AVOIDED
• Who is going to look after the children?
• Are you planning to have any more children?
• Would i...
INTERVIEWING – COMMON MISTAKES
• the ‘halo effect’.
• the ‘horns effect’.
• Not weighing the balance between favorable and...
INTERVIEWING – COMMON MISTAKES
• Inappropriate Question
• Inconsistent Question
• Central Tendency
• Contrast Effect
• Lac...
SELECTION TESTS

Selection tests are used to provide valid and
reliable evidence of levels of abilities,
intelligence, per...
TYPE OF SELECTION TEST
•
•
•
•
•
•
•
•
•
•
•

Psychometric Test ( IQ, EQ )
Cognitive Aptitude Test
Job-Knowledge Test
Work...
ASSESSMENT CENTER
• Focus of the centre is on behavior
• One-to-one role-plays and group exercises
• Interviews and tests ...
ASSESSING CANDIDATES

• Refer to key points in person specification
and mark candidate as appropriate:
• exceeds specifica...
OBTAINING REFERENCES
• Written References
• Telephone References
– What was the period of employment?
– What was the job t...
CHECKING APPLICATION
Checking Applicant’s CV & Interview Result

28
SELECTION DECISION
• An organization obtains and evaluates information
about the finalists in a job selection process
• No...
OFFERING EMPLOYMENT

30
Min Khaung ( EMPA - 8 )
FOLLOWING UP
MEDICAL EXAMINATION
( NORMALLY AFTER JOB OFFER )

31
Min Khaung ( EMPA - 8 )
32
Min Khaung ( EMPA - 8 )
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Selection

  1. 1. Selection Min Khaung ( EMPA – 8 )
  2. 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. 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. 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. 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. 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. 7. INTERVIEWING • Preliminary – HR Manager, • Final Interview – Head of Respective Department, HR 7 Min Khaung ( EMPA - 8 )
  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. 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. 10. INTERVIEW METHODS • • • • Individual Interview Selection Panel Group Interview Stress Interview 10 Min Khaung ( EMPA - 8 )
  11. 11. INTERVIEW METHODS 11 Min Khaung ( EMPA - 8 )
  12. 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. 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. 14. QUESTIONS FOR INTERVIEW • • • • • Occupational Experience Academic Achievement Interpersonal Skills Personal Qualities Organizational Fit 14 Min Khaung ( EMPA - 8 )
  15. 15. TEN COMMON INTERVIEW QUESTIONS 15 Min Khaung ( EMPA - 8 )
  16. 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. 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. 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. 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. 20. INTERVIEWING – COMMON MISTAKES • Inappropriate Question • Inconsistent Question • Central Tendency • Contrast Effect • Lack of Training • Nonverbal Communication Min Khaung ( EMPA - 8 )
  21. 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. 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. 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. 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. 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. 26. CHECKING APPLICATION Checking Applicant’s CV & Interview Result 28
  27. 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. 28. OFFERING EMPLOYMENT 30 Min Khaung ( EMPA - 8 )
  29. 29. FOLLOWING UP MEDICAL EXAMINATION ( NORMALLY AFTER JOB OFFER ) 31 Min Khaung ( EMPA - 8 )
  30. 30. 32 Min Khaung ( EMPA - 8 )

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