The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Tests and Assessments".
Total correct prediction = 80 + 30 = 110
Total number of decision made = 100 + 100 = 200
Hit ratio = Total correct prediction/Total number of decision made
= 110/200 = 55%
No, I don't think 55% hit ratio is impressive. It can be improved.
2. Calculate the false positive ratio by dividing the number of weak applicants
hired as good hires by the total number of hires. What is this percentage?
ANS: Number of weak applicants hired as good hires = 30
Total number of hires = 80 + 30 = 110
False positive ratio = Number of weak applicants hired as good hires/Total number of hires
= 30
This document is a report on the recruitment process at IIFL (India Infoline) submitted by Manali Dutta Chowdhury for their MBA program. It begins with an acknowledgement section thanking various individuals at IIFL who supported the project. The report then provides details on the company profile, describing IIFL as a leading player in Indian financial services offering a range of products. The main body of the report outlines the step-by-step recruitment process at IIFL, including CV gathering, shortlisting candidates, conducting interviews, CAP training, and making final appointments. Charts and questionnaires used in analyzing recruitment data are also included.
Recruitment & Selection Process At Tata Teleservices &vallari_05
The project undertaken is recruitment & selection process at Tata Teleservices Ltd.(Tata DOCOMO) & measure the effectiveness of recruitment process.
We Recruit Attitude - Call center development (With video inside)Albert Poghosyan
The Selection and Shaping of Routine Call Centre Labour
So what is a Call Centre?
According to Wikipedia: A call centre or call center is a centralized office used for the purpose of receiving and transmitting a large volume of requests by telephone.
1. The report analyzes recruitment of front line sales employees at Future Generali Life Insurance. It found high attrition and challenges in acquiring new talent.
2. Direct competition mapping identified strengths and weaknesses of Future Generali compared to competitors. It found Future Generali provided fewer leads to employees and had longer turnaround times than peers.
3. Recommendations included outsourcing hiring, reducing turnaround time, providing more leads to employees, and lowering sales targets to improve recruitment and retention.
The human resources department is responsible for key tasks like recruitment and selection, training programs, health and safety, and redundancy and dismissal. The recruitment process involves job analysis, advertising the position, screening applications, interviewing candidates, and selecting a candidate to fill the role. Businesses use different types of training like induction training, on-the-job training, and off-the-job training. Motivation theories propose that financial rewards, opportunities for growth, good working conditions, and social satisfaction all play a role in motivating employees.
Recruitment and selection process in call centreRavinder kumar
The document summarizes the recruitment and selection process for a call center. It defines recruitment as identifying potential job candidates and encouraging them to apply. The goals of recruitment are to attract highly qualified individuals and provide equal opportunity. Selection is described as differentiating between applicants to identify the most likely to succeed. It involves choosing suitable candidates and rejecting unsuitable ones. The goals of selection are to systematically collect information to meet position requirements, select a successful candidate, and engage in inclusive hiring practices.
The document discusses recruitment and selection trends in the ITES-BPO sector in the National Capital Region of India. It provides an overview of the BPO industry in India and the various services offered. It then discusses the challenges in recruitment, sources of recruitment including internal and external sources, and trends in recruitment such as outsourcing. Common hiring strategies used by BPO companies include referrals, campus recruitment, advertisements, and HR consultants.
Total correct prediction = 80 + 30 = 110
Total number of decision made = 100 + 100 = 200
Hit ratio = Total correct prediction/Total number of decision made
= 110/200 = 55%
No, I don't think 55% hit ratio is impressive. It can be improved.
2. Calculate the false positive ratio by dividing the number of weak applicants
hired as good hires by the total number of hires. What is this percentage?
ANS: Number of weak applicants hired as good hires = 30
Total number of hires = 80 + 30 = 110
False positive ratio = Number of weak applicants hired as good hires/Total number of hires
= 30
This document is a report on the recruitment process at IIFL (India Infoline) submitted by Manali Dutta Chowdhury for their MBA program. It begins with an acknowledgement section thanking various individuals at IIFL who supported the project. The report then provides details on the company profile, describing IIFL as a leading player in Indian financial services offering a range of products. The main body of the report outlines the step-by-step recruitment process at IIFL, including CV gathering, shortlisting candidates, conducting interviews, CAP training, and making final appointments. Charts and questionnaires used in analyzing recruitment data are also included.
Recruitment & Selection Process At Tata Teleservices &vallari_05
The project undertaken is recruitment & selection process at Tata Teleservices Ltd.(Tata DOCOMO) & measure the effectiveness of recruitment process.
We Recruit Attitude - Call center development (With video inside)Albert Poghosyan
The Selection and Shaping of Routine Call Centre Labour
So what is a Call Centre?
According to Wikipedia: A call centre or call center is a centralized office used for the purpose of receiving and transmitting a large volume of requests by telephone.
1. The report analyzes recruitment of front line sales employees at Future Generali Life Insurance. It found high attrition and challenges in acquiring new talent.
2. Direct competition mapping identified strengths and weaknesses of Future Generali compared to competitors. It found Future Generali provided fewer leads to employees and had longer turnaround times than peers.
3. Recommendations included outsourcing hiring, reducing turnaround time, providing more leads to employees, and lowering sales targets to improve recruitment and retention.
The human resources department is responsible for key tasks like recruitment and selection, training programs, health and safety, and redundancy and dismissal. The recruitment process involves job analysis, advertising the position, screening applications, interviewing candidates, and selecting a candidate to fill the role. Businesses use different types of training like induction training, on-the-job training, and off-the-job training. Motivation theories propose that financial rewards, opportunities for growth, good working conditions, and social satisfaction all play a role in motivating employees.
Recruitment and selection process in call centreRavinder kumar
The document summarizes the recruitment and selection process for a call center. It defines recruitment as identifying potential job candidates and encouraging them to apply. The goals of recruitment are to attract highly qualified individuals and provide equal opportunity. Selection is described as differentiating between applicants to identify the most likely to succeed. It involves choosing suitable candidates and rejecting unsuitable ones. The goals of selection are to systematically collect information to meet position requirements, select a successful candidate, and engage in inclusive hiring practices.
The document discusses recruitment and selection trends in the ITES-BPO sector in the National Capital Region of India. It provides an overview of the BPO industry in India and the various services offered. It then discusses the challenges in recruitment, sources of recruitment including internal and external sources, and trends in recruitment such as outsourcing. Common hiring strategies used by BPO companies include referrals, campus recruitment, advertisements, and HR consultants.
In this presentation, we will discuss the selection procedure of personnel, wherein we will try to understand the meaning of a designation in a profession, sources of job information, job analysis, techniques used in job analysis and job evaluation method.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document discusses principles of human resource management presented by Suresh Muchipalli. It covers topics such as HR management overview, HR planning and recruitment, employee selection, training and development, and performance management. It provides details on manpower planning, recruitment sources, selection tests including cognitive ability tests, personality tests and interviews. It also discusses training process, assessing training needs through task analysis and competency analysis.
Chain Reaction - Making Recruitment Supply Chain WorkDan Cooper
This document discusses resource supply chain models used for recruitment. It finds that the preferred supplier list (PSL) model is the most widely used (48% of organizations), followed by recruitment process outsourcing (RPO) (38%) and master vendor (26%). Nearly half of organizations use a single model. The top priorities for organizations in choosing a model are attracting the right people (67%), reducing costs (42%), and reducing time to hire (39%). While PSL is most common, master vendor is perceived as most effective for candidate experience, efficiencies, and process management. As models mature, organizations want more strategic partnerships from suppliers, but often focus too much on cost and transactional metrics. Overall suppliers need
It is a presentation which covers Wipro company's all round information, it covers not only the HR aspect of HR Functions, Job Description, Job Specialization, Recruitment process and source but also include Sector-Company-Product-Service Information, Business Model canvas also with brief company information. The data is taken from WIPRO Company website and Naukri.com only. Presentation made by Aniket Singh for informative purpose and study of company for in-depth analysis.
Recruitment and joining process in bharti airtelSkyline College
Bharti Airtel's recruitment process begins with manpower budgeting and requests to fill vacant positions. For each vacancy, recruitment managers source candidate CVs through various methods and conduct an initial screening. Shortlisted candidates then fill out a Joining Application Form and participate in functional interviews. Candidates who pass the functional interview proceed to salary negotiation and, if successful, receive an offer letter. The objectives of Bharti Airtel's recruitment process are to learn the organization's HR policies and procedures, study their recruitment models, and understand how to achieve recruitment goals.
Labour turnover and its impact on performance of banks in ghanaAlexander Decker
This document summarizes a study that examined the relationship between labor turnover and bank performance in Ghana. The study found a positive relationship, with labor turnover contributing to around 55.8% of customer complaints, while other factors accounted for the remaining 44.2%. Interviews with bank employees supported the finding that labor turnover increases customer complaints in the short term as new employees learn their jobs. The study concluded that Ghanaian banks need strategies to retain existing employees in order to maintain relationships with customers and improve performance.
Recruitment and selection_in_bharti_airtelTiwarisonal
- Recruitment and selection is a critical process for organizations as it helps identify and hire the right people for the roles needed.
- The recruitment process begins with human resource planning to determine current and future staffing needs. Job analysis and design then specify the tasks, duties, and qualifications for open positions.
- This information is used to identify the types of candidates needed and inform the recruitment and hiring process. Hiring is an ongoing process as employees leave, retire, or as the organization grows and takes on new roles.
- Selecting the best candidates is important for organizational functioning and performance. It also allows for future replacement potential from within
The banking sector selection process is generally long and complicated compared to the telecom sector. It involves preliminary interviews, application screening, employment tests assessing intelligence, aptitude, personality and proficiency, and comprehensive interviews. The telecom sector process is less formal and involves preliminary interviews, application forms, aptitude and reasoning tests, personality tests, technical and comprehensive interviews, background and security checks, and medical examinations. Both sectors require different skills, with banking focusing on financial background and analytical abilities, while telecom emphasizes technical knowledge of the telecommunications industry.
The document summarizes the recruitment process of ICICI Bank. It discusses the objectives of recruitment at ICICI Bank, which is to fill vacancies with the best qualified individuals. It also examines the internal and external sources of recruitment and factors that influence the process. The author conducted a study of 40 ICICI employees to understand their satisfaction with the recruitment process. Recommendations are provided to make the process more flexible, effective and faster. The conclusion states recruitment is important for any organization to source qualified human resources.
This document provides an executive summary and objectives of a project completed at Reliance Securities Ltd. as part of an MBA program. The project involved learning about financial products, improving customer acquisition, and analyzing mutual fund selection parameters. The objectives were to gain practical experience, increase customer interactions and product knowledge, and evaluate funds based on metrics like CAGR, beta, and Sharpe ratio. Tasks during the internship included market observation, customer acquisition, technical support, administration, and follow-up.
The document discusses recruitment processes and defines recruitment as identifying and hiring qualified candidates for job vacancies in a timely and cost-effective manner. It outlines the typical steps in a recruitment process as identifying vacancies, developing job descriptions, creating recruitment plans, reviewing applicants, interviewing candidates, selecting hires, and finalizing the recruitment. The document also discusses factors that can influence recruitment like a company's policies, size, costs, growth plans, market supply and demand, legal regulations, and company image. It provides examples of Bharti Airtel and IBM's recruitment processes.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Selection and Appointment".
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
ACRE Consulting recommends revising Tanglewood's interview protocol for hiring department managers. Currently, Tanglewood uses an experience check, education check, Marshfield Applicant Exam, and Retail Knowledge Test to assess candidates, but these do not adequately measure the key skills and abilities needed for the department manager role. ACRE proposes a multi-step selection process including resume screening, reference checks, customer service and personality exams, and a structured behavioral interview. The structured interview would assess candidates' communication, decision-making, problem-solving, and other skills through situational and behavioral questions. ACRE developed sample interview questions and scoring rubrics to measure performance in key areas. Based on pilot interviews, some questions were revised
The document outlines the key steps in an employee selection process. It begins with creating a person specification that defines the ideal candidate profile. The selection process then typically involves preliminary interviews to screen candidates, psychometric testing, application forms, assessments centers, interviews, written tests, and reference checks. The final step is making a job offer by issuing an appointment letter. The objectives of selection are to identify competent applicants, attract qualified people, evaluate personalities and behaviors through interviews, and confirm evaluation results through references.
The document discusses recruitment policy and procedures. It begins by explaining the importance of having a written recruitment policy with three key parts: aims, procedures, and review process. It then describes elements that should be covered in a recruitment policy, including who carries out recruitment, what the priorities are, and why certain procedures are used. Finally, it provides an overview of the typical recruitment cycle and various assessment methods that can be used during the selection process, such as interviews, tests, and assessment centers.
This document provides an 8 step process for small and medium businesses to hire great employees while saving money. The 8 steps are: 1) determine selection criteria, 2) reach and attract applicants, 3) filter applicants, 4) assess applicants, 5) shortlist for interview, 6) determine interview questions, 7) explore gaps and reference check, and 8) decide and conduct a second interview if needed. An optional online system called Apollo Select is recommended to help users manage the process. The document also discusses weighting criteria, creating applicant ratings, and using an optional psychometric test called the Apollo Profile to further assess applicants.
This document outlines the steps to formulating a research problem:
1. Identify a broad subject area of interest and dissect it into subareas.
2. Select the subarea of most interest and raise research questions about it.
3. Formulate research objectives by turning questions into statements using action verbs like "determine" and "identify".
4. Assess the feasibility and resources required to achieve the objectives. Considerations for selecting a problem include interest, scope, ability to measure concepts, expertise, relevance, available data, and ethics.
Problems faced by both the interviewer and the interviewee during an intervie...Azas Shahrier
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
212 BBA3221204 BBA3221CHAPTER 6 Selecting and Hiring Sales.docxeugeniadean34240
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CHAPTER 6 Selecting and Hiring Salespeople
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that applicants' performance in school tells something about their mental abilities and personality traits. Anyone who has graduated from high school or college (depending on the firm's requirements) is presumed to have the necessary basic intelligence. Further, a course of study indicates much about a person's interests. Working one's way, at least partially, through school may indicate self-reliance and industry.
Most application blanks ask for information about the candidate's employment history, including periods of unemployment. If a company has certain experience qualifications, the application blank is a good tool for determining whether a candidate meets these requirements. Companies also usually like to know the reasons why a person left each previous job. If possible, the prospective employer should verify these reasons with someone other than the applicant.
Companies ordinarily are interested in the socioenviroomental qualifications of prospective employees. Questions may be asked on topics such as the following:
Membership in social, service, and business organizations.
· Offices held in organizations.
· Hobbies, athletic endeavors, and other outside interests.
Information on the prospect's socioenvironment can be extremely helpful because it reveals something about his or her interests, capabilities, and personality. Active participation in organizations may indicate an ability to meet and mix with people. Holding office may imply leadership traits and administrative abilities.
Once again, remember that questions about age, marital status, religion, or any of the points discussed above must comply with federal laws and regulations.
Personal Interviews
Nature and Purpose
Virtually no salesperson is ever hired without a personal interview, and there are no satisfactory substitutes for this procedure. Much has been written about the use of weighted application blanks, various kinds of tests, and other aids in hiring. But none of these tools completely takes the place of getting to know applicants personally by talking to them.
A personal interview is used basically to determine a person's fitness for a job. Moreover, personal interviews disclose characteristics that are not always observable by other means. An interview is probably the best way to find out about the recruit's conversational ability, speaking voice, and social intelligence. By seeing the applicant in person, an executive can appraise physical characteristics such as general appearance and care given to clothes. As noted in a recent survey of 651 executives, image does matter in hiring decisions.2 (See the box titled "Image Matters.*) The interview also may reveal certain personality traits. The interviewer may note the applicant's poise under the strain of an interview, along with any tendency to dominate or lead a conversation.
Management of a Sales Force, 12th.
Finian Paints is a global paint manufacturing company with decorative, marine, protective and powder coatings. It has 37 production facilities across 100+ countries. The document outlines Finian's values, product basket, competitors in Bangladesh, and its 5-step employee selection process involving planning, advertising, assessing candidates, making a selection, and onboarding. It also details the competencies assessed at each step, such as communication and problem-solving skills, to identify the best candidates through behavioral interviews.
In this presentation, we will discuss the selection procedure of personnel, wherein we will try to understand the meaning of a designation in a profession, sources of job information, job analysis, techniques used in job analysis and job evaluation method.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document discusses principles of human resource management presented by Suresh Muchipalli. It covers topics such as HR management overview, HR planning and recruitment, employee selection, training and development, and performance management. It provides details on manpower planning, recruitment sources, selection tests including cognitive ability tests, personality tests and interviews. It also discusses training process, assessing training needs through task analysis and competency analysis.
Chain Reaction - Making Recruitment Supply Chain WorkDan Cooper
This document discusses resource supply chain models used for recruitment. It finds that the preferred supplier list (PSL) model is the most widely used (48% of organizations), followed by recruitment process outsourcing (RPO) (38%) and master vendor (26%). Nearly half of organizations use a single model. The top priorities for organizations in choosing a model are attracting the right people (67%), reducing costs (42%), and reducing time to hire (39%). While PSL is most common, master vendor is perceived as most effective for candidate experience, efficiencies, and process management. As models mature, organizations want more strategic partnerships from suppliers, but often focus too much on cost and transactional metrics. Overall suppliers need
It is a presentation which covers Wipro company's all round information, it covers not only the HR aspect of HR Functions, Job Description, Job Specialization, Recruitment process and source but also include Sector-Company-Product-Service Information, Business Model canvas also with brief company information. The data is taken from WIPRO Company website and Naukri.com only. Presentation made by Aniket Singh for informative purpose and study of company for in-depth analysis.
Recruitment and joining process in bharti airtelSkyline College
Bharti Airtel's recruitment process begins with manpower budgeting and requests to fill vacant positions. For each vacancy, recruitment managers source candidate CVs through various methods and conduct an initial screening. Shortlisted candidates then fill out a Joining Application Form and participate in functional interviews. Candidates who pass the functional interview proceed to salary negotiation and, if successful, receive an offer letter. The objectives of Bharti Airtel's recruitment process are to learn the organization's HR policies and procedures, study their recruitment models, and understand how to achieve recruitment goals.
Labour turnover and its impact on performance of banks in ghanaAlexander Decker
This document summarizes a study that examined the relationship between labor turnover and bank performance in Ghana. The study found a positive relationship, with labor turnover contributing to around 55.8% of customer complaints, while other factors accounted for the remaining 44.2%. Interviews with bank employees supported the finding that labor turnover increases customer complaints in the short term as new employees learn their jobs. The study concluded that Ghanaian banks need strategies to retain existing employees in order to maintain relationships with customers and improve performance.
Recruitment and selection_in_bharti_airtelTiwarisonal
- Recruitment and selection is a critical process for organizations as it helps identify and hire the right people for the roles needed.
- The recruitment process begins with human resource planning to determine current and future staffing needs. Job analysis and design then specify the tasks, duties, and qualifications for open positions.
- This information is used to identify the types of candidates needed and inform the recruitment and hiring process. Hiring is an ongoing process as employees leave, retire, or as the organization grows and takes on new roles.
- Selecting the best candidates is important for organizational functioning and performance. It also allows for future replacement potential from within
The banking sector selection process is generally long and complicated compared to the telecom sector. It involves preliminary interviews, application screening, employment tests assessing intelligence, aptitude, personality and proficiency, and comprehensive interviews. The telecom sector process is less formal and involves preliminary interviews, application forms, aptitude and reasoning tests, personality tests, technical and comprehensive interviews, background and security checks, and medical examinations. Both sectors require different skills, with banking focusing on financial background and analytical abilities, while telecom emphasizes technical knowledge of the telecommunications industry.
The document summarizes the recruitment process of ICICI Bank. It discusses the objectives of recruitment at ICICI Bank, which is to fill vacancies with the best qualified individuals. It also examines the internal and external sources of recruitment and factors that influence the process. The author conducted a study of 40 ICICI employees to understand their satisfaction with the recruitment process. Recommendations are provided to make the process more flexible, effective and faster. The conclusion states recruitment is important for any organization to source qualified human resources.
This document provides an executive summary and objectives of a project completed at Reliance Securities Ltd. as part of an MBA program. The project involved learning about financial products, improving customer acquisition, and analyzing mutual fund selection parameters. The objectives were to gain practical experience, increase customer interactions and product knowledge, and evaluate funds based on metrics like CAGR, beta, and Sharpe ratio. Tasks during the internship included market observation, customer acquisition, technical support, administration, and follow-up.
The document discusses recruitment processes and defines recruitment as identifying and hiring qualified candidates for job vacancies in a timely and cost-effective manner. It outlines the typical steps in a recruitment process as identifying vacancies, developing job descriptions, creating recruitment plans, reviewing applicants, interviewing candidates, selecting hires, and finalizing the recruitment. The document also discusses factors that can influence recruitment like a company's policies, size, costs, growth plans, market supply and demand, legal regulations, and company image. It provides examples of Bharti Airtel and IBM's recruitment processes.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Selection and Appointment".
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
ACRE Consulting recommends revising Tanglewood's interview protocol for hiring department managers. Currently, Tanglewood uses an experience check, education check, Marshfield Applicant Exam, and Retail Knowledge Test to assess candidates, but these do not adequately measure the key skills and abilities needed for the department manager role. ACRE proposes a multi-step selection process including resume screening, reference checks, customer service and personality exams, and a structured behavioral interview. The structured interview would assess candidates' communication, decision-making, problem-solving, and other skills through situational and behavioral questions. ACRE developed sample interview questions and scoring rubrics to measure performance in key areas. Based on pilot interviews, some questions were revised
The document outlines the key steps in an employee selection process. It begins with creating a person specification that defines the ideal candidate profile. The selection process then typically involves preliminary interviews to screen candidates, psychometric testing, application forms, assessments centers, interviews, written tests, and reference checks. The final step is making a job offer by issuing an appointment letter. The objectives of selection are to identify competent applicants, attract qualified people, evaluate personalities and behaviors through interviews, and confirm evaluation results through references.
The document discusses recruitment policy and procedures. It begins by explaining the importance of having a written recruitment policy with three key parts: aims, procedures, and review process. It then describes elements that should be covered in a recruitment policy, including who carries out recruitment, what the priorities are, and why certain procedures are used. Finally, it provides an overview of the typical recruitment cycle and various assessment methods that can be used during the selection process, such as interviews, tests, and assessment centers.
This document provides an 8 step process for small and medium businesses to hire great employees while saving money. The 8 steps are: 1) determine selection criteria, 2) reach and attract applicants, 3) filter applicants, 4) assess applicants, 5) shortlist for interview, 6) determine interview questions, 7) explore gaps and reference check, and 8) decide and conduct a second interview if needed. An optional online system called Apollo Select is recommended to help users manage the process. The document also discusses weighting criteria, creating applicant ratings, and using an optional psychometric test called the Apollo Profile to further assess applicants.
This document outlines the steps to formulating a research problem:
1. Identify a broad subject area of interest and dissect it into subareas.
2. Select the subarea of most interest and raise research questions about it.
3. Formulate research objectives by turning questions into statements using action verbs like "determine" and "identify".
4. Assess the feasibility and resources required to achieve the objectives. Considerations for selecting a problem include interest, scope, ability to measure concepts, expertise, relevance, available data, and ethics.
Problems faced by both the interviewer and the interviewee during an intervie...Azas Shahrier
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
212 BBA3221204 BBA3221CHAPTER 6 Selecting and Hiring Sales.docxeugeniadean34240
212 BBA3221
204 BBA3221
CHAPTER 6 Selecting and Hiring Salespeople
163
172 BBA3221
172 BBA3221
that applicants' performance in school tells something about their mental abilities and personality traits. Anyone who has graduated from high school or college (depending on the firm's requirements) is presumed to have the necessary basic intelligence. Further, a course of study indicates much about a person's interests. Working one's way, at least partially, through school may indicate self-reliance and industry.
Most application blanks ask for information about the candidate's employment history, including periods of unemployment. If a company has certain experience qualifications, the application blank is a good tool for determining whether a candidate meets these requirements. Companies also usually like to know the reasons why a person left each previous job. If possible, the prospective employer should verify these reasons with someone other than the applicant.
Companies ordinarily are interested in the socioenviroomental qualifications of prospective employees. Questions may be asked on topics such as the following:
Membership in social, service, and business organizations.
· Offices held in organizations.
· Hobbies, athletic endeavors, and other outside interests.
Information on the prospect's socioenvironment can be extremely helpful because it reveals something about his or her interests, capabilities, and personality. Active participation in organizations may indicate an ability to meet and mix with people. Holding office may imply leadership traits and administrative abilities.
Once again, remember that questions about age, marital status, religion, or any of the points discussed above must comply with federal laws and regulations.
Personal Interviews
Nature and Purpose
Virtually no salesperson is ever hired without a personal interview, and there are no satisfactory substitutes for this procedure. Much has been written about the use of weighted application blanks, various kinds of tests, and other aids in hiring. But none of these tools completely takes the place of getting to know applicants personally by talking to them.
A personal interview is used basically to determine a person's fitness for a job. Moreover, personal interviews disclose characteristics that are not always observable by other means. An interview is probably the best way to find out about the recruit's conversational ability, speaking voice, and social intelligence. By seeing the applicant in person, an executive can appraise physical characteristics such as general appearance and care given to clothes. As noted in a recent survey of 651 executives, image does matter in hiring decisions.2 (See the box titled "Image Matters.*) The interview also may reveal certain personality traits. The interviewer may note the applicant's poise under the strain of an interview, along with any tendency to dominate or lead a conversation.
Management of a Sales Force, 12th.
Finian Paints is a global paint manufacturing company with decorative, marine, protective and powder coatings. It has 37 production facilities across 100+ countries. The document outlines Finian's values, product basket, competitors in Bangladesh, and its 5-step employee selection process involving planning, advertising, assessing candidates, making a selection, and onboarding. It also details the competencies assessed at each step, such as communication and problem-solving skills, to identify the best candidates through behavioral interviews.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Groundwork for Hiring".
The document outlines the recruitment and selection process used by HDFC Bank. It discusses the key functions within the bank and the 4 main stages of the process: pre-advertisement, placing advertisements, shortlisting, and interviewing/selection. The principles guiding the process emphasize attracting the right people, merit-based selection, ensuring diversity, and hiring for both skills and culture fit. Candidate sourcing focuses on skills/profile matching as well as finding team players with the right attitude.
This scenario raises ethical issues regarding using non-job-related criteria in employee selection. While considering the local basketball star may help relations with an important customer, solely basing hiring decisions on such factors could be discriminatory and undermine merit-based selection. A better approach may be to evaluate candidates fairly based on qualifications for the open role, while also maintaining good customer relationships through other appropriate means.
132 1 Explain the significance of employee selectionCicelyBourqueju
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
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Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
What is a ‘fandidate’?
The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’.
A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.
The document provides information about copyright and permissions for reproducing the publication. It notes that apart from fair use allowances, reproduction requires permission from the publishers. It provides contact information for the publishers, Anson Reed Ltd. It also notes that the publisher makes no guarantees about the accuracy of the information in the book.
The document discusses fair approaches to assessing employee performance. It recommends (1) agreeing in advance on what activities and tasks will be assessed, (2) basing assessments only on solid, undisputed facts of performance rather than opinions, and (3) discussing self-assessments with employees to understand their perspectives before making evaluations. Fair assessments avoid flawed perceptions, compare performance objectively to agreed-upon standards, and seek input from multiple sources to achieve accurate, unbiased evaluations.
Interviewing is a crucial part of the hiring process for both organizations and candidates for three main reasons:
1. Interviews help assess a candidate's strengths, weaknesses, and suitability for a job in order to make the best hiring decisions.
2. Both the organization and candidate have a lot to lose if an improper match is made due to an ineffective interview.
3. Factors like unstructured interviews, personal bias, closed-ended questions, and poor listening can undermine the goal of eliciting meaningful information to evaluate candidates. Proper job analysis and planning is needed to conduct effective interviews.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Recruitment Policy and Procedure" and will show you how to design a recruitment policy for your business with appropriate procedures.
How to Recruit The Best Graduate Trainees in Nigeria Workforce Group
Graduate trainee recruitment could be pretty exciting. This is mainly because you get a chance to interact with and assess fresh talents who are just starting their respective careers. These trainees mostly come with new and innovative ideas, and you look forward to hiring the most brilliant among them so that they can transfer their ideas and create viable solutions for your business.
Every organisation’s primary goal is to recruit the brightest talents to help their teams thrive and succeed. It’s still the most common for recruiters to put their efforts into sourcing experienced talents. However, more and more focus is on targeting fresh graduates. Targeting this group is highly beneficial as they bring new perspectives and skills. Nevertheless, graduate recruitment comes with its challenges.
When you consider your efforts, you realise that you need to find a way to hire the right candidates.
In this deck, you’ll learn
1. What differentiates a graduate trainee from an intern
2. Basic steps in developing a workable recruitment plan
3. Benefits attached to having a functioning graduate trainee programme.
4. The best source for recruiting graduate trainees in Nigeria
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
This document is a collection of 25 illustrations of skyscrapers from major cities around the world. It includes images of skylines from cities like Chicago, New York, Hong Kong, Dubai, and Shanghai. The images can be used freely for presentations, documents, and commercial work as long as attribution is provided. The collection provides a variety of skyscraper and cityscape photos that can be used to illustrate topics related to architecture, urban planning, and cities.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
This document provides 25 stock images that can be used for presentations, training materials, and commercial work. The images cover a variety of themes and are sourced from Creative Commons licensed photos on Flickr. Each image is accompanied by its source URL and license information to ensure proper attribution. Users are free to incorporate the images into their work and modify them if permitted by the license. The collection aims to offer diverse visuals to illustrate various topics.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
This document provides 25 images that can be used for training, presentations, and commercial work. The images cover various topics related to sharing, such as sharing a meal, sharing knowledge, and sharing a drink. The images come from sources with Creative Commons licenses that allow for commercial use. Attribution is provided for each image. Users are free to use the images in their documents and presentations and can modify them if permitted by the license.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
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Recruitment and Selection
MTL Course Topics
The Course Topics series from Manage Train Learn is a large collection of topics that will help you as a learner
to quickly and easily master a range of skills in your everyday working life and life outside work. If you are a
trainer, they are perfect for adding to your classroom courses and online learning plans.
COURSE TOPICS FROM MTL
The written content in this Slide Topic belongs exclusively to Manage Train Learn and may only be reprinted
either by attribution to Manage Train Learn or with the express written permission of Manage Train Learn.
They are designed as a series of numbered
slides. As with all programmes on Slide
Topics, these slides are fully editable and
can be used in your own programmes,
royalty-free. Your only limitation is that
you may not re-publish or sell these slides
as your own.
Copyright Manage Train Learn 2020
onwards.
Attribution: All images are from sources
which do not require attribution and may
be used for commercial uses. Sources
include pixabay, unsplash, and freepik.
These images may also be those which are
in the public domain, out of copyright, for
fair use, or allowed under a Creative
Commons license.
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MTL Course Topics
INTRODUCTION
Tests are now widely used as part of many organisations'
selection procedures. This is because they have numerous
advantages over the unscientific approach of the interview
or "gut-feel". They can re-create real workplace situations
and find out how people might perform. They can discover
what people know as well as what they can do. And they
can give indications of a person's personality, his or her
preferences and what role they might play in a team. On the
other hand, if poorly designed, poorly run and poorly
administered, tests can be misleading and even dangerous.
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TESTING CANDIDATES
Testing of candidates is now widely used as part of the
selection procedure. According to the recruitment agency,
Capita RAS, 60% of all candidates for jobs paying more than
£40,000 per annum said that they had participated in
extended selection tests with organisations to whom they
had applied.
The chances of selecting a suitable candidate increase when
selection is tied in with an interview.
According to the research of J. R. Huck, the chances of
selecting an above-average candidate are:
• 15% if random selection is used (sticking a pin into the
list)
• 35% if an interview is used
• 76% if interviews are used along with some kind of
relevant test.
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TO TEST OR NOT TO TEST?
Each employing organisation has to make their own decision
about whether they should test job candidates or not. There
are pros and cons.
The Pros are that tests can...
1. be designed to give evidence of desired skills
2. give an extra measure of ability when used with other
methods
3. take out individual favouritism from the selection
process
4. give a professional look to the recruitment process.
The Cons are that tests…
1. are no absolute guarantee that a person can do the job.
Some people are just good at tests.
2. can be expensive if specially devised for your needs
3. may not be easy to validate if you devise them yourself.
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FAIR TESTING
Although tests are often used to avoid personal bias in
selection, they must be designed and applied so that they
do not discriminate.
In the case of Isa and Rashid v BL Cars, two Pakistani
applicants were refused jobs with (the old) British Leyland
Cars as labourers because they were unable to fill in the
application form in their own handwriting. BL used the
application forms as a test of literacy.
At the industrial tribunal case which ensued, it was felt that
a test of literacy was unnecessary for labourers and that the
one used by the company - the application form -
discriminated against certain groups of people.
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MTL Course Topics
RULES ON TESTING
The following rules on testing will ensure your tests are
designed, applied and assessed as fairly as possible.
1. decide if you really need a test. For some jobs and
levels, it may not be worth the time and effort.
2. choose tests which are professionally designed, well-
supported by normative data, relevant and validated
3. select a test which looks right. Candidates need to
recognize the link between the test and the job or they
will fail to make the necessary effort.
4. use tests with other information, for example, before or
after an interview or as part of an assessment centre
5. let people have some practice before they do the tests:
they should be a test of ability, not a test of nerves
6. train those who administer and score the tests
7. monitor the link between test results and subsequent
performance on the job.
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TYPES OF TEST
There are four types of tests widely used in the selection of
job candidates. These are:
1. General Intelligence, or aptitude, tests, covering verbal,
numerical, mathematical, spatial awareness
2. Specific Aptitude Tests which are skill or job-related.
These can test skills such as mechanical reasoning, manual
dexterity, typing, filing, and decision-making.
3. Personality Tests which place candidates into categories,
typologies and character profiles
4. Group Tests in which a number of candidates are
observed in a group situation, carrying out a discussion or
problem-solving exercise.
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MTL Course Topics
NUMERICAL AWARENESS
This is a test on numerical awareness.
Find the mistake in the restaurant bill below.
2 steaks at £6.50...............£13.00
2 Dover sole at £6.00........£12.00
3 soup at £1.50.................£ 4.50
1 melon at £1.50...............£ 1.50
4 crème caramel at £1.25....£ 6.00
1 Chateau le lion at £7.50.....£ 7.50
1 Barolo at £9.50...............£ 9.50
4 coffee at £1.00................£ 4.00
Sub-total............................£58.00
Service at 10%...................£ 5.80
Total..................................£63.80
Answer: the incorrect calculation is the crème caramel
which should total £5.00 not £6.00. The sub-total is
therefore £57.00, service is £5.70 and the new total £62.70.
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MTL Course Topics
LITERACY
This is a test on literacy.
In the following extract taken from a bank's guide to
contractors, check for any incorrect word and replace the
word with one from the options list at the bottom.
"All essence repairs required to be carried out must be in
accordance with our instructions.
The bank must be noticed of the work and sent copies of
the contractor's estimates if appointed."
Options: accountable; appropriate; completion; notified;
consultant; essential; final; accord.
Answers:
"essence" should read "essential"
"noticed" should read "notified"
"appointed" should read "appropriate".
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MTL Course Topics
DECISION-MAKING
This is a test on decision-making.
The rules for giving discounts on our products are:
1. a 5% discount on goods between £500 and £1000.
2. a 10% discount on goods over £1000.
3. a 5% discount if the customer wants credit but will pay
inside 6 months.
4. a 10% discount for immediate payment.
What is the discount on:
a. a customer who is paying cash for goods worth £1500?
b. a customer who want to pay for £400 worth of goods
over 9 months?
c. a customer who wants to buy £800 worth of goods and
pay over 4 months?
Answers:
a. 20% discount; b. no discount; c. 10% discount.
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MTL Course Topics
TESTING ATTRIBUTION
Until recently, the retail chain Boots the Chemist used a
verbal understanding psychometric test and a competency-
based interview to recruit their retail sales staff. But they
found that the method did nothing to indicate future sales
performance and levels of customer care.
They therefore decided to adopt a psychometric test based
on attribution theory: the idea that, when faced with
puzzling incidents, people attribute causes to explain them.
The company gave a questionnaire to 500 of their existing
sales staff and verified that good sales staff attribute difficult
work problems to internal, and therefore controllable,
causes, whereas not-so-good staff attribute them to
external and therefore out-of-their-control causes.
Using the theory, Boots was able to devise a successful test
for all applicants for a retail sales position.
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MTL Course Topics
BOOTS ATTRIBUTION TEST
The examples below are from tests given to applicants for
sales positions at Boots the Chemists stores. They are based
on attribution theory. Candidates answer each question
with an A to E range of agreement.
A. A customer says she has been given the wrong change for
some deodorant. When you check the shelf, you cannot
find the brand. The customer is still unhappy. Why?
(a) Customers can be difficult to please sometimes.
(b) You could not find the deodorant.
B. A customer is looking for some insect repellent to take on
holiday. He then spends over £40 on goods. Why does he
spend over £40?
(a) Customers often spend money before going on holiday
(b) You explained to the customer what he might need.
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MTL Course Topics
PERSONALITY TESTS
Raymond Cattell's 16 Personality Factor personality test
takes about 45 minutes to complete. The full version of 400
questions asks candidates to make choices from a range of
responses based on their personal preferences.
Some typical examples of statements and responses in
Cattell’s personality test are...
1. I like to watch team games
(a) Yes (b) occasionally (c) No
2. I prefer people who...
(a) are reserved; (b) are in-between; (c) make friends easily.
3. Money cannot bring happiness
(a) Agree; (b) in-between (c) Disagree
Candidates are told to answer using the first response that
comes to mind; to avoid the middle or average answers; and
to answer every question, even if they're not sure.
16. 16
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Tests and Assessments
Recruitment and Selection
MTL Course Topics
PERSONALITY QUESTIONNAIRES
Cattell's 16 Personality Factor (PF) questionnaire plots
personality characteristics across sixteen ranges:
1. reserved or outgoing
2. concrete or abstract thinker
3. affected by feelings or emotionally stable
4. humble or assertive
5. expedient or conscientious
6. shy or adventurous
7. tough or tender
8. trusting or suspicious
9. practical or imaginative
10. unpretentious or shrewd
11. self-assured or pretentious
12. conservative or experimenting
13. group joiner or self-sufficient
14. sober or carefree
15. undisciplined or controlled
16. relaxed or tense.
17. 17
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Tests and Assessments
Recruitment and Selection
MTL Course Topics
ADAPTATION AND SHAPING
Robert Sternberg has argued that many intelligence tests fail
to give a proper prediction of how a person is likely to
perform in a job because they don't take into account
"successful intelligence".
Sternberg defines "successful intelligence" as the ability we
all have to adapt to our environment and shape it. Whereas
traditional intelligence tests show whether a person will fit
in, in times of change, this may not be enough. To be truly
successful in any environment, a person has not only to fit in
but change their environment to suit changing needs.
Tests, says Sternberg, need to take account of both whether
a person can fit in to the current needs of the organisation
as well as deal with, or create, changes in the organisation.
18. 18
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Tests and Assessments
Recruitment and Selection
MTL Course Topics
THE COLOUR OF YOUR CAR
There is an ongoing debate about the value of personality
and psychometric tests. Defenders of tests argue that they
are more reliable as predictors of a person's likely work
behaviour than an interview. Detractors argue that tests can
never be completely scientific in predicting likely
performance.
While only properly validated tests should be used in
selection, numerous tongue-in-cheek versions have arisen
elsewhere.
PHH Vehicle Management Services, for example, suggest the
following way of determining a person's personality based
on the colour of their car:
1. Red cars indicate ambitious, impulsive people
2. Blue cars denote conscientious hard-workers
3. Green cars are for methodical family types
4. Black cars are driven by success-orientated people.
19. 19
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Tests and Assessments
Recruitment and Selection
MTL Course Topics
THE BARNUM EFFECT
You should beware of unvalidated personality tests.
In the 1950's, the psychologist Stagner gave a group of
managers a personality test and then told each of them
what the results were.
When asked how they rated the assessments, most of the
managers rated them as "accurate".
In fact, Stagner had given everyone the same assessment
report! He had contrived to deceive them by means of
flattery, ambiguity and being a bit mysterious.
This effect is known as the Fallacy of Personal Validation, or,
because of its scope as a confidence trick, as the Barnum
effect, after the confidence salesman.
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Tests and Assessments
Recruitment and Selection
MTL Course Topics
UNLIKELY TO SUCCEED
In "Survival in the Executive Jungle", Chester Burger tells the
story of W. Maxey Jarman, the dynamic executive who built
the $400 million corporation Genesco Inc. and became its
chairman.
Curious to know how his Genesco executives were chosen,
Jarman was told that they all took psychometric tests.
Jarman therefore arranged anonymously to put himself
forward for one of the tests. He completed the tests as
honestly as he could.
The report that came back stated that he was too shy and
self-conscious ever to deal successfully with the type of
business Genesco were in and would in all probability not
get very far in management.