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Chapter 6 Employee Selection
- 1. Employee Selection Chapter 6 ProfessorMadariaga Managing Human Resources
- 2. SELECTION PROCESS EMPLOYMENT INTERVIEWS Employment Interview BACKGROUND CHECKS ChapterObjectives Pg. 2 Types of Interviews App/Inapp Questions Importance of SP Goal of the SP Steps in the SP Background Checks
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- 4. Importance of aSelection Process Pg. 4 COST $20,000 Intermediate Position COST $100,000 Senior Manager Position In a recent study by the Society of HR Management it was found that the cost of hiring someone in a:
- 5. Goal of theSelection Process Pg. 5Área Fecha Selection The process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Selection Considerations Person-job fit: job analysis identifies required individual competencies (KSAOs) for job success. Person-organization fit: the degree to which individuals are matched to the culture and values of the organization.
- 6. Steps in theSelection Process Pg. 6Área Fecha Hiring Decision Medical exam/drug test Interviews Submission of resume Reference and background checks Pre-employment test Completion of Application Note: Steps may vary. An applicant may be rejected after any step in the process.
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- 8. Employment Interview Pg. 8ÁreaFecha Job interviews enable a company to learn more about an applicant, while the candidate has the opportunity to become familiar with the demands of a given position. The process allows both parties to exchange information, ask questions and evaluate the potential for establishing a professional working relationship.
- 9. Types of Interview Pg.9Área Fecha Nondirective Interview •An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks Structured Interview •An interview in which a set of standardized questions having an established set of answers is used Situational Interview •An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
- 10. Type of Interviews Pg.10Área Fecha Behavioral Description • An interview in which an applicant is asked questions about what he or she actually did in a given situation Panel • An interview in which a board of interviewers questions and observes a single candidate. Sequential • A format in which a candidate is interviewed by multiple people, one right after another Virtual • Interviews conducted via videoconferencing or over the web
- 11. Appropriate and InappropriateInterview Questions Pg. 11Área Fecha Appropriate Inappropriate National origin • What is your name? • Have you ever worked under a different name? • Do you speak any foreign languages that may be pertinent to this job? • What is the origin of your name? • What is your ancestry? Age • Are you over 18? • If hired, can you prove your age? • How old are you? • What is your date of birth? Gender SAY NOTHING UNLESS IT INVOLVES A BONA FIDE OCCIPATIONAL QUALIFICATION • Are you a man or a woman? Race SAY NOTHING • What is your race? Disabilities • Do you have any disabilities that may inhibit your job performance? • Are you willing to take a physical exam if the job requires it? • Do you have any physical defects? • When was your last physical? • What color are your eyes, hair, etc? Height & Weight SAY NOTHING UNLESS IT INVOLVES A BONA FIDE OCCIPATIONAL QUALIFICATION • How tall are you? • How much do you weigh? Residence • What is your address? • How long have you lived there? • What are the names/relationships of those with whom you live?
- 12. Appropriate and InappropriateInterview Questions Pg. 12Área Fecha Appropriate Inappropriate Religion YOU MAY INFORM A PERSON OF THE REQUIRED WORK SCHEDULE • Do you have any religious affiliation? Military Record • Did you have any military education/experience pertinent to this job? • What type of discharge did you receive? Education & Experience • Where did you go to school? • What is your prior work experience? • Why did you leave? • What is your salary history? • Is that a church-affiliated school? • When did you graduate? • What are your hobbies? Criminal Record • Have you ever been convicted of a crime? • Have you ever been arrested? Citizenship • Do you have a legal right to work in the United States? • Are you a U.S. citizen? Marital / Family • What is the name, address, and status telephone number of a person we may contact in case of an emergency? • Are you married, divorced, single? • Do you prefer Miss, Mrs., or Ms.? • Do you have any children? How old are they?
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- 14. Background Checks Pg. 14ÁreaFecha Negligent Hiring The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others Military Records Credit Check Motor Vehicle Records Criminal Records Educational Verification Past employment Social Security Verification
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Editor's Notes
- #7 The number of steps in the selection process and their sequence will vary, not only with the organization, but also with the type and level of jobs to be filled.