Professional Documents
Culture Documents
Presented By
Ms.VMS.Sumathy
Matching People and Jobs
Selection
The process of choosing individuals who have
relevant qualifications to fill existing or
projected job openings.
•PAST PERFORMANCE
SELECTION CRITERIAL
ELEMENTS OF JOB FOR EMPLOYEES •PHYSICAL SKILLS
PERFORMANCE MEETING
•EDUCATION
•QUALTIY OF WORK •ABILITY
•DRUG TEST
•POLICE RECORD
Steps in the Hiring
Hiringdecision
decision
Selection Medical
Medicalexam/drug
exam/drugtest
test
Process Supervisor/team
Supervisor/teaminterview
interview
Preliminary
Preliminaryselection
selectioninin
HR
HRdepartment
department
Background
Backgroundinvestigation
investigation
Employment
Employmenttesting
testing
(aptitude, achievement)
(aptitude, achievement)
Initial
Initialinterview
interviewinin
HR
HRdepartment
department
Completion
Completionof
ofapplication
application
Basic Testing Concepts
Reliability
The consistency of scores obtained by the same person
when retested with the identical or equivalent tests.
Test validity
The accuracy with which a test, interview, and so on
measures what it purports to measure or fulfills the function
it was designed to fill.
LIMITING WHO BECOMES AN APPLICANT
INDIVIDUAL INTERESTED
IN EMPLOYMENT
LIMITING APPLICANTS
•Current or anticipated openings only
• Job preview/interest screen
•Time limit on applications
• Limited number of applications
•Apply for specific job
APPLICANT
Selection
Process
Flow
Chart
Applicant Job Interest
Realistic Job Preview
The process through which a job applicant
receives an accurate picture of the
organizational realities of the job.
Prevents the development of unrealistic job
expectations that cause disenchantment,
dissatisfaction, and turnover in new
employees.
Pre-Employment
Screening
Pre-screening interview
Verify minimum qualifications
Electronic pre-screening
Scanning resumes and
applications
Electronic submission of
applications
Applications
Purposes of Applications
Record of applicant’s interest in the job
Provides a profile of the applicant
Basic record for applicants who are hired
Research effectiveness of the selection process
Application Disclaimers and Notices
Employment-at-will
Indicates the right of the employer or employee to terminate
the employment relationship without cause or notice
References contacts
Obtains applicant’s permission of contact references
Sample Application Form
Figure 8–6a
Sample Application Form
Types of Tests
Tests of cognitive abilities
Intelligence Tests
Tests of general intellectual abilities that measure a
range of abilities, including memory, vocabulary, verbal
fluency, and numerical ability.
Aptitude tests
Tests that measure specific mental abilities, such as
inductive and deductive reasoning, verbal
comprehension, memory, and numerical ability.
Types of Tests (cont’d)
Tests of motor abilities
Tests that measure motor abilities, such as
finger dexterity, manual dexterity, and
reaction time.
Tests of physical abilities
Tests that measure static strength,
dynamic strength, body coordination, and
stamina.
Is That Your Final Answer?
Verbal 1. What is the meaning of the word “surreptitious”?
a. covert c. lively
b. winding d. sweet
MOST EFFECTIVE
STRUCTURED INTERVIEWS
•Behavioral Interviews
•Situational Interviews
UNSTRUCTURED INTERVIEWS
LEAST EFFECTIVE
PROBLEMS IN
INTERVIEW
Snap Judgments
Negative Emphasis
Halo Effects
Biases and Stereotyping
Cultural Noise
Background Investigations
and Reference Checks
Extent of investigations and checks
Reference checks (87%)
Background employment checks (69%)
Criminal records (61%)
Driving records (56%)
Credit checks (35%)
Reasons for investigations and checks
To verify factual information provided by applicants.
To uncover damaging information.
Reference Checking Form
(Verify that the applicant has provided permission before conducting reference
checks)
Candidate Name:
Reference Name: Company Name:
Dates of Employment: (From: and To:)
Position(s) Held: Salary History:
Reason for Leaving:
Explain the reason for your call and verify the above information with the supervisor (including the reason for
leaving)
1. Please describe the type of work for which the candidate was responsible.
2. How would you describe the applicant’s relationships with coworkers, subordinates (if applicable), and
with superiors?
3. Did the candidate have a positive or negative work attitude? Please elaborate
4. How would you describe the quantity and quality of output generated by the former employee?
5. What were his/her strengths on the job?
6. What were his/her weaknesses on the job?
7. What is your overall assessment of the candidate?
8. Would you recommend him/her for this position? Why or why not?
9. Would this individual be eligible for rehire? Why or why not?
Other comments?
Background Investigations
and Reference Checks (cont’d)
Sources of information for background
checks:
Former employers
Current supervisors
Commercial credit rating companies
Written references
Physical Examination
Reasons for pre employment medical
examinations:
To verify that the applicant meets the physical
requirements of the position
To discover any medical limitations you should take
into account in placing the applicant.
To establish a record and baseline of the applicant’s
health for future insurance or compensation claims.
To reduce absenteeism and accidents
To detect communicable diseases that may be
unknown to the applicant.
Methods of Medical Examination
and Inquiries