Selection

GOOD SELECTION DECISIONS MAKE A

DIFFERENCE
 Recent Trends in selection

Selection by invitation- key executives of

Competitors

Leasing - consultancies & firms

360 degree selection program

Flow Chart:
BUSINESS OBJECTIVES

HR PLANNING

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

RECRUITMENT

SELECTION
 Definition: Selection

1
The Process of making a Hire or No Hire
decision regarding each applicant for a job.

Or
2
Selection is the process of choosing qualified
individuals who are available to fill the
positions in organization.
 Why careful selection is important?

Companys performance

Cost

Legal obligations- EEO (Equal opportunity law, negligent

hiring

Negligent hiring refers hiring employees with criminal

records or other such problems.

Cost Benefit Analysis of selection

 Factors affecting selection process

Profile matching
Person job fit right competency levels (KSAOs )
Person Organization fit

Organizational & social environment

Successive hurdles

Multiple correlations
 Selection decision

Miss Hit
Would have performed well
low prediction Both high

Hit Miss
Person does not succeed in the job as
well as low predicted Person fails on the job
Wrong hire
 Basic Selection Criteria

Formal Education

Experience and Past Performance

BASIC
SELECTION
CRITERIA Physical Characteristics

Personality Characteristics
 Process of Selection
Initial screening
Fail to meet minimum
qualification Passed
Completed application
Failed to complete job
application or failed job Passed
specification
Employment test
Failed Test
Passed
Passed Conditional job
Comprehensive interview
offer
Failed to impress
interviewer and / meet
job expectations
Background Examination
Problem if required
encountered
Passed
Reject Applicant
Medical/physical examination if
Unfit to do essential required (conditional job offer
elements of job Able to perform
essential elements
of job

Permanent job offer

 Selection Methods
The Three most Common Methods
used are:

1. Testing

2. Gathering Information

3. Interviewing
 1.Testing

Tests measure knowledge, skill,

and ability, as well as other
characteristics, such as personality
traits.

TESTING TYPES

Work
Cognitive Personality Physical Integrity
Sample
Ability Test Test Ability Test Test Testing
 Employment tests

Aptitude tests- GMAT , EQ , skill test , psychomotor tests Mechanical

aptitude

Achievement tests -Job knowledge tests, Work sample tests

Ability tests -Physical ability tests (Crawford small part dexterity test)

Cognitive ability test general reasoning ( IQ tests) and specific mental

abilities like memory & numeric . GRE (Graduate record Examination)

Personality & interest inventories (they measure the basic aspects of an

applicants personality such as introversion, stability & motivation,
temperament)

Strong Campbell Interest inventory

 Personality test

Projective tests like Make a picture story

Thematic Apperception Test

Rorschach Inkblot test 1921

Self reported tests (Minnesota multiphasic personality

inventory(MMPI), Interpersonal style inventory , sales
achievement predictor.

Big Five personality traits

Myers Briggs Type indicator (MBTI)
Graphology
 Work sample tests

Map reading test for traffic control officers, complex

coordination tests for pilots, in basket exercises for
managers.
situational tests
Video based simulation
Miniature job training evaluation
 Basic Testing Concepts

Job Analysis

Reliability- consistency

Inter rater reliability agreement between two or more raters

Validity

1. Criterion related validity

Concurrent validity
Predictive validity
Cross validation
2. Content Validity
3. Construct Validity
 How to validate a test?

1.Analyze the job right criteria for measuring performance and also
predicting.
What do you mean by success on job?
The standards of success are criteria
Production related criteria , personnel data and judgments of worker
performance
2.Choose the tests (16 personality factors ,MBTI )
Academy of HRD ,Ahmedabad conducts regular programs to train test
administrators on various aspects of testing.

3.Administer the test

4.Relate your test scores ( the predictor )& performance criteria

5. Cross Validate & revalidate periodically

 Gathering Information

Common methods for gathering information include

application forms and rsums, biographical data, and
reference checking.
 Generally ask for information such as
address and phone number, education,
work experience, and special training.
Application
Forms and At the professional-level, similar
Rsums information is generally presented in
rsums.

Historical events that have shaped

Biographical a persons behavior and identity.
Data

Involves contacting an applicants

Reference previous employers, teachers, or friends
Checking to learn more about the applicant Issues
with reference checking
Sources of information about job candidates

Application forms and Online applications

Biographical information blanks (Issues related to family life , hobbies,

club memberships , sales experience & investments.)

Life insurance Agency management in 1917 constructed 7 validated a BIB

for life insurance sales people.
Some of the questions asked :
At what age did you leave home?
Did you ever build a model airplane that flew?

Background investigation(past employment, educational ,criminal records

check, credit history, motor & vehicle record check)

To comply with privacy laws laid down by supreme court of India to treat
all applicants fairly & consistently.
Interview

The interview is the most frequently

used selection method.
Interviewing occurs when applicants
respond to questions posed by a
manager or some other
organizational representative
(interviewer).
Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.
 3.Types of Interview

Situational
Interview
1. Structured
Interviews Behavioral
Interview
Types of
Interviews

2. Unstructured
Interviews
 Illustration:
1. Structured 2. Unstructured
Interviews Interviews
Uses a list of predetermined
questions. All applicants are Interviews-open ended
asked the same set questions. questions are used such as Tell
There are two types of me about yourself
structured interviews.

SITUATIONAL BEHAVIORAL
INTERVIEW INTERVIEW This allows the interviewer
to probe and pose different
In which the In which the
interviewer asks sets of questions to different
questions focus
questions about applicants.
on the
what the applicant
would do in a applicants
hypothetical behavior in past
situation situations.
 The Effectiveness of Interviews

Prior knowledge about an applicant

Attitude of the interviewer
The order of the interview
Negative information
The first five minutes
The content of the interview
The validity of the interview
Structured versus unstructured interviews
 Guidelines for employment interviews

Establish an interview plan

Establish & maintain rapport
Be an active listener
Pay attention to nonverbal cues
Provide information as freely & honestly as possible
Use question frequently
Separate facts from inferences
Recognize biases & stereotypes
Control the course of interview
Standardize the questions asked
 Reaching a selection decision

Summarizing information about clients

Can do factors ( KSA ) and will do (personality ,values &

motivation) factors in the selection decisions.
Decision strategy to be used
Two basic approaches are :

Clinical approach- review data of all applicants

Statistical approach identifying the most valid predictors &
weighing them through statistical methods.

1.Compensatory model
2. Multiple cut off model
3. Multiple hurdle model
 Your Hired

Now What?

Most Important Stage

Do not ask people what will happen if we train

people & they leave ?Instead ask what will happen if
we do not train people & they stay on
Zig Ziegler