MGNT206 – Week 5

Selection

Lecture Introduction: Recruitment ends when people apply, and selection begins when they
start going through the CVs and choosing people. Biases should be eliminated in the selection
process and merits should be focused on.

Important Topics:

 EEO: People should be selected for their merit, not based on racial and discriminatory
things.
 Detailed Job Description: This makes sure that there is a fit between the candidate needs
and wants and what the organization is able to provide them.

Candidate Fit (Important)

All 5 should fit for a perfect candidate, but at least those three should be covered
Ability fit The candidates have the skills to effectively and efficiently complete the
job requirements.
Qualification fit Do you have the right degree to do the job, be it a bachelors or a master.
Example: A professor might need a PhD, while a Bachelor’s would be
enough for an entry level job.
Experience fit The years and type of experience needed in the company. This might be
different in relation to each job position and job requirements.
There are two fits that companies generally do not look into, but could be important
Cultural fit The personality of the candidate matches with the organizational culture. If
all of the above three are available, the personality has to match. Example:
A company cares about team work, and thus an individualistic personality
would cause clashes and issues in the organization.
Motivational fit The final fit companies look into. It sees if the person would be enthusiastic
and excited about the job in order to increase the achievement and the
efficiency of the candidate in the company. Examples: A mismatch between
what motivates the candidate and what the company provides them. An
overqualified employee might not be motivated to work at a lower ranking
job, or one with lower incentives
HR managers interview possible candidates on these five pillars in order to understand the
complete fit of the candidate in relation to the position and the organization culture.

Valid and Reliable selection is not important – skip

Steps in the selection process: Not all companies go through these steps, and one should pick
and chose which one that works with them. The nature of the job and the number of
candidates will change the needed steps.

Selection process
1 Possible if one wants to build a strong candidate relationship
2 Usually used to short-list the candidates for further research
For this automated and mechanic form to make candidates equal (Big organizations have
3
this in order to remove looking through differently formatted CVs)
4 Make candidates go through tests to gauge skill in certain things
5 Different types of Interviews
Could be as simple as reference checking, or online persona tracking and credit checks for
6
sensitive jobs
7 One or more characteristics that could be discriminatory but essential for the job
8 Not popular – but will be covered later
9 Not necessary but could be required by law (example, UAE)
10 Depends on the job themselves

Most applications are electronic to make it easy in comparison across candidates. However, the
cyber security level of these WebPages and the personal data of the candidates have to be
covered and maintained. This information cannot be leaked, because privacy breach lawsuits
could be taken against the organization.

Some questions are not allowed to be asked in the interviews or in job posts in the west due to
strong EEO regulations. If this is broken in these countries, then lawsuits could be taken place
and could harm the employer brand. Some other things that can be asked, but only if it could
be proved that they are strongly job-related. The list is in slide 11 of week 5’s lecture.

Tests rely on the needs and the requirements of the job. In intelligence, rather than IQ, they
care about EQ. Interviews could be either structured or unstructured, also in relation to the
type of personality and the needs of the job. Look into the advantages and disadvantages of
these two types of interviews. Group and panel (senior level jobs) interviews are used in
different needs, look at that in the textbook.

Important: Behavioral interview. “Past behavior is an indicator of future behaviors”.

Companies are asking about real examples from one’s own experience in the past to judge
personality and future behaviors. Stressing the candidate out is also used to pressure the
candidates and put them in a high tension emotion zone, where all the pretense and prepared
answers go out and it indicates on how people react in situations where they are pressed.
Go through slide 21 and 22 in the textbook. Look into the compensatory approach (For small
number of candidates) and Hurdles (To filter out a big number of candidates).