The document provides information on selection skills training objectives and techniques. The objectives are to understand different selection tools and their appropriateness, learn competency-based selection and interviewing skills, and understand the need for psychometric testing. It then covers various selection methods like interviews, tests, references checks and assessment centres, and how to effectively conduct the selection process.

1. SELECTION SKILLS

3. LEARNING GRID Unconscious Incompetence Conscious incompetence Conscious competence Unconscious competence I II III IV Awareness Learning/Training Practice Unlearning/Review

5. COMMON ERRORS IN RECRUITING Selected Not selected Right person Wrong Person A B

7. Perfect Prediction - Validity Chance Astrology/Graphology References Typical Interviews Structured Interviews Work sample Tests Ability Tests Assessment Centers (development) Assessment Centers (selection) Personality Tests 0 0.1 0.2 0.3 0.4 0.7 0.6 0.5

19. Competencies & Trainability TRAITS MOTIVES VALUES COGNITIVE CAPBILITIES SKILLS KNOWLEDGE More conscious More trainable Less Conscious Less Trainable E.g.: Has contacts E.g.: Results orientation,planning abilities

21. A selection procedure designed to predict future job performance on the basis of applicants oral responses to oral enquiries WHAT IS AN INTERVIEW?

28. List the things you would like to have seen when you last went for an interview. What did you expect from the company ?

32. Interview - An Information Sorting Model Opening & Rapport Building Current & Previous Roles Aspirations & Awareness Education & Upbringing Circumstances & Interest Closing/Wrap up CA 1 CA2 CA3 CA4 CA5 Information Sorting Assessment

35. QUESTIONING SKILLS

37. PAST BEHAVIOUR is the single best predictor of future behaviour

39. Questioning Pattern Broad Open ended Probe Narrow Close Summarise

41. The quality & value of answer depends on the quality of the question

43. THE INTERVIEW FUNNEL START WITH AN OPEN ENDED QUESTION LISTEN NARROW DOWN TO SPECIFIC AREA LISTEN HOW DID THE PERSON GO ABOUT IT LISTEN FIND OUT MOTIVATIONS LISTEN ACHIEVEMENTS LISTEN SUMMARISE AND SEEK AGREEMENT START WITH NEW AREA

44. INTERVIEW STRUCTURE

54. INTERVIEWING FOR TALENT

60. PSYCHOMETRIC TESTING Psychological tests have been devised and are used primarily for the determination and analysis of individual differences in general intelligence,specific aptitudes , educational achievement , vocational fitness,and non intellectual personality traits. These tests have been used for a variety of psychological , educational cultural , sociological and employment studies of groups and for individuals

68. ASSESSMENT

69. Behavior Assessment Process Observe Carefully watch and listen to what has happened Store Accurately store in memory what happened Classify Categorize behavior and other data into critical attributes Evaluate Rate data & behavior to agreed standard