SELECTION

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Steps in Recruitment and Selection Process

What is selection?
The process of reducing the number of applicants whose qualifications meet job requirements and the needs of the organization, and choosing from among those individuals who have the relevant qualifications. Job performance Success prediction

Some considerations
Person-Job fit Person-Organization Fit

Why Careful Selection is Important

The Importance of Selecting the Right Employees

Organizational Performance

Costs of Recruiting and Hiring

Legal Obligations and Liability

Steps in the selection process

Completion of Application Initial interview by HR department Employment testing (aptitude, achievement) Background investigation / verification Preliminary selection by HR department Supervisor/Team interview Medical exam / Drug test Hiring decision

Developing and Using Application Forms/ Application Blank

Uses of Application Information

Applicants education and experience

Applicants progress and growth

Applicants employment stability

Applicants likelihood of success

Basic Testing Concepts

Reliability
Consistency of scores obtained by the same person

when retested with identical or equivalent tests. Are test results stable over time?

Validity
Indicates whether a test is measuring what it is

supposed to be measuring. Does the test actually measure what it is intended to measure?

Types of Validity
Test Validity
A test that is content-valid is one in which the test contains a fair sample of the tasks and skills actually needed for the job in question.

A type of validity based on showing that scores on the test (predictors) are related to job performance

Criterion Validity

Content Validity

Expectancy chart
A graph showing the relationship between test scores and job performance for a group of people.

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Expectancy Chart

Example: Those who score between 37 and 44 have a 55% chance of being rated above average and those scoring between 57 and 64 have a 97% chance.
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Sources of information about job candidates

Application forms Online applications Background Investigations Reference checks Polygraph tests Honesty and Integrity tests Medical examinations

Types of Tests
What Tests Measure

Cognitive (Mental) Abilities

Motor and Physical Abilities

Personality and Interests

Achievement

Employment tests
Aptitude tests: measure a persons capacity to learn or acquire skills.
Cognitive Ability Tests: measure mental capabilities such as

general intelligence, verbal fluency, numerical ability, and reasoning ability.

Achievement tests: measure what a person knows or can do right now. Personality and Interest Inventories
Tests that measure the Big Five factors MBTI California Psychological Inventory (CPI)

Physical Ability Tests (for policemen, firefighters, etc.) Job Knowledge Tests (for CAs, pilots, etc.) Work Sample Tests (for pilots)

The Big Five

Extraversion

Conscientiousness (Neatness)

Emotional Stability/ Neuroticism

Agreeableness

Openness to Experience

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Interviewing methods
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. Behavioral Description Interview: an interview in which an applicant is asked questions about what he or she actually did in a given situation.

 Panel Interview: an interview in which a board of interviewers questions and observes a single candidate. Computer Interview (online tests) Video Interviews Non directive interviews:To encourage free expression and problem resolution by an interviewee.At its simplest, this means interviewing that avoids leading questions, those that indicate a particular answer as 'preferred' by the interviewer.

Induction/orientation
Is the task of introducing new employees to the organization and its policies, procedures and rules. Typical formal orientation program may last for a day or less in most organizations, or may go on for several days as in large organizations.

objectives
Removes fear Creates a good impression Acts as a valuable source of information

Induction program steps

Welcome to the organization Explain about the company Show the location/department where the new recruit will work Give the companys manual to the new recruit Provide details about various work groups and the extent of unionism within the company Give details about pay, benefits, holidays, leave, etc. Emphasize importance of punctuality and attendance. Explain about training opportunities and career prospects Clarify doubts, by encouraging the employee to come out with questions Take the employee on a guided tour or facilities. Hand him over to their supervisor.

Induction program
Organizational Issues

History of company Names and titles of key executives Employees title and department Layout of physical facilities Probationary period Products/services offered Overview of production processes Company policies and rules Disciplinary procedures Employee handbook Safety steps

 Employee Benefits Pay scales Pay days Vacations, holidays Rest pauses Training avenues Counseling services Insurance, medical, benefits

recreation,

retirement

 Introductions
To

supervisors, co-workers, counselor, departments, etc.

trainers,

employee

Job duties
Job location Job tasks Job safety needs Overview of jobs Job objectives Relationship with other jobs

socialization
Is a process through which a new recruit begins to understand and accept the values, norms and beliefs held by others in the organization. Orientation programs are effective socialization tools because they help the employees to learn about the job and perform activities in a desired way.

Sample Picture Card from Thematic Apperception Test

How will you validate the test?

Job Description- Hr executive

1. 2. 3. 4. 5. 6. 7. 8. 9. Plan & Implement Monthly suggestion scheme Coordinate for smooth implementation of corporate referral Scheme Implementation for Training Support Special occasion Activities like Birthday Celebrations, Wedding anniversary, personal touch Coordinate for Divisional meetings facilitating Top Management directions Support for all HR related activities Concept of Monthly Theme poster Plan & Implement Summer Internship Programs.

Develop the selection process for the above post.