SELECTING & TESTING. The selection process is a series of specific steps used to decide which...
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Transcript of SELECTING & TESTING. The selection process is a series of specific steps used to decide which...
The selection process is a series of specific steps
used to decide which recruits should be
hired.
The process begins when recruits apply for
employment and ends with the hiring decision.
Selection
RECRUITMENT SELECTION To attract maximum number To choose best out of the of candidates. available candidates.
It creates application pool It is a rejection process as large as possible. where few are selected.
Techniques are not very Highly specialized techniques intensive. are required. Outcome is application Outcome is the candidate who pool. is offered job.
Recruitment vs. Selection
Selection ProcessInitial Screening
Employment Test
Employment Interview Reference Verification
Panel/Supervisory Interview
Employment Offer
Medical Test
Realistic Job Previews
Hiring Decision
1. Screening of applications
2. Employment test
3. Selection interview
4. Reference & background checks
5. Medical evaluation
6. Supervisory interview
7. Realistic job preview RJP
8. Hiring decision
Steps in the Selection Process
1. Performance test
2. Aptitude test
3. Personality test
4. Intelligence test
5. Medical test
Employment Test
Purpose: to check that candidates have the specific abilities that he/she says he/she has.
E.g. driving tests, keyboarding tests, language tests, computer usage tests, machine usage tests, etc.
Are most helpful for trained & experienced workers.
Performance Tests
To discover a person’s potential abilities & talents.
If a person has an innate aptitude, then it can be assumed that with proper training he/she will be able to develop a skill in that particular area.
E.g. accounts clerks need numerical aptitudes, assemblers in a production line need manual dexterity.
Aptitude Tests
Many job specifications will need a person with certain personality traits, e.g. friendly, sociable, cooperative, able to work in a team, etc.
Also called psychology tests. Most personality tests include a series of
questions a candidate must answer in a given time, e.g. “which do you prefer? Routine or constant change?”, or “in a group, do you introduce yourself or wait to be introduced?”
Personality tests may also include handwriting tests!
The study of handwriting is termed as ‘graphology’
To determine whether candidates are fit for the job / task.
To detect diseases, etc. To obtain a health record. To reduce absenteeism and accidents if
candidate is accepted for the job. To detect communicable deseases.
Medical tests
If an applicant is found to have some illness which may, at future date, threaten his/her ability to perform the assigned work or may increase employer’s medical bills, should the applicant be rejected???
Medical tests raise a question…
1. Unstructured interview
2. Structured interview
3. Mixed interview
4. Behavioral interview
5. Stress interview
Selection Interview : Types of Interviews
Structured Interviews:
◦ Interviews in a proper format
◦ Asked through information gathered from job
analysis information
Hiring/ Selection Interviews
Unstructured Interviews: no predetermined
script or protocol
◦ Any thing related or not related to the job
◦ No prescribed format
Behavioral description interviews (BDI):
ask participants to relate actual incidents from
their past relevant work experience to the job
they are applying for.
◦ Think about you past job and tell us a time where
you have committed a mistake? What was your
response to the mistake? What was the nature of
the mistake?
Situational Interviews: encourage
applicants to respond to hypothetical
situations they may encounter on the job
for which they applied.
◦ What if you are in a situation that to achieve your
sales target the whole seller are asking for high
commission instead of company policy? What will
you do under these circumstances?
1. A special type of interview designed to create anxiety and
put pressure on the applicant to see how the
person responds.
2. In a stress interview, the interviewer assumes an extremely
aggressive and insulting posture.
3. Those who use this approach often justify its use with
individual who will encounter high degrees of stress on the
job, such as a consumer complaint clerk in a
department store or an air traffic controller.
Stress Interview
4. The stress interview is a high-risk approach
for an employer.
5. Consequently, an applicant that the
organization wishes to hire might turn
down the job offer. Even so, many
interviewers deliberately put applicants
under stress.
The HR Manager must plan the timing, venue, and the topics to be discussed.
The timing:◦ Don’t let candidates to wait for too long.◦ The setting of interviews must be planned
carefully.◦ The length of interviews must also be planned.
Planning the interviews
The venue:◦ Must be a quiet place.◦ Furnitures, etc in the venue must not distract the
interviewer / interviewee.◦ Ensure that all parties involved are comfortable.
The topics for discussion:◦ The interviewer must have a thorough
understanding of the job description and specifications & have read all about the candidates before the interview.
◦ This allows them to prepare questions specifically for each candidate.
Planning the interviews
1. Organizations who want to employ the
best people ensure that their
interviewers are thoroughly trained &
prepared!
2. An interview checklist must be
constructed as a guide through this
process.
Conducting the Interviews
BEFORE THE INTERVIEW:1. Studying the job description and person-
specification.2. Prepare interview schedule3. Study application forms and note areas of
discussion4. Ensure suitable venues are booked.
Checklist will also include:
DURING THE INTERVIEW:1. Welcome the applicant2. Ask relevant questions3. Listen, listen & listen!4. Do not argue or critizise5. Invite questions6. End politely
Checklist will also include:
1. Establish rapport – smile, handshake, ‘warm-
up’ questions before asking more serious ones
2. Ask the right questions – to gather as much
information about the candidate. E.g. “Tell me
about…., “ What’s your opinion on…?”
Conducting the Interviews
The HR manager will need to compare and shortlist the candidates.
Most applicants will be rejected at this stage.
The candidate at the most top of the list (the most preferred) will be offered the job, while the remaining ones will be kept aside incase the preferred applicant rejects the offer.
After the interview