Chapter # 5

Human Resource
Management
Employee Selection
By:
Saba Gulzar

Selection
Employee Selection is the process of putting right person
on right job. It is a procedure of matching organizational
requirements with the skills and qualifications of people.
Selection - Process of choosing from a group
of applicants the individual best suited for a
particular position and the organization

Why Careful Selection is

Important
The Importance of
Selecting the Right
Employees

Organizational
Performance

Costs of Recruiting
and Hiring

Legal
Obligations and
Liability

The Selection Process

The selection process typically consists of eight
steps:
1. Initial Screening Interview
2. Completion of the Application Form/Application
3.
4.
5.
6.
7.
8.

Blank
Employment Tests
Comprehensive Interview
Background Investigation
Conditional Job Offer
Medical/Physical Exam
Permanent Job Offer

1
Initial Screening
Involves screening of inquiries and screening

interviews.
Job description information is shared along with a
salary range.

2.
Completing the Application Form:
Gives a job-performance-related synopsis of what

applicants have been doing, their skills and

accomplishments.

2a
Selected applications
Information collected on application forms can be

highly predictive of successful job performance.

Forms must be validated and continuously reviewed
and updated.
Data should be verified through background
investigations.

3.
Employment Tests
Estimates say 60% of all organizations
use some type of employment tests. This
is a very effective and widely useful tool to
evaluate candidate.

4.
Comprehensive Interviews:
Interviews involve a face-to-face meeting with the
candidate to probe areas not addressed by the
application form or tests.
They are a universal selection tool.

PREPARING FOR THE INTERVIEW

Check person specification.
Decide on approach to interview and timing.
Study candidates application.
Prepare general questions.
Prepare specific questions.

TEN USEFUL INTERVIEW QUESTIONS

1. What are the most important aspects of your present job?
2. What have been your most notable achievements in your career?
3. What sort of problems have you successfully solved recently?
4. What have you learned from the your present job?
5. What has been your experience in...?
6. What do you know about...?
7. What is your approach to handling...?
8. What particularly interests you about this job and why?
9. Which aspects of your experience are most relevant to this job?
10. Is there anything else about your career we havent covered that you
want to talk about?

Final Thoughts for interviewee:

Excelling at the Interview
Suggestions for making your interviews as an

applicant successful are:

Do some homework on the company.
Get a good nights rest the night before.
Dress appropriately.
Arrive for the interview a few minutes early.
Use a firm handshake.
Maintain good eye contact.
Take the opportunity to have practice interviews.
Thank the interviewer at the end of the interview and

follow up with a thank you note.

TYPES OF TESTS
Psychological Tests
Measure personality or temperament. They are

among the least reliable tests. Validity suffers

because the relationship between personality and
performance.
Work Sample Tests
Measure the ability of applicants to do some parts of
the work for which they are to be hired. The test
includes a representative sample of the work the
applicant is to do upon being hired.
Attitude & Honesty Tests
Are being used in some circumstances to learn about
the attitudes of applicants and employees towards a
variety of job related subjects.
Performance simulation tests: requires the applicant to
engage in specific job behaviors necessary for doing the job
successfully.
Aptitude Test:

-- Assessment Center
Job Candidates
Assessors
Process
--(evaluators)

Rate
candidates on
performance
dimensions
Sample dimensions
Decisiveness, Initiative,
Judgment, Problem analysis,
Oral communication,
Planning, Leadership

Exercises

Observe and
record candidates
behavior in
exercises

Sample Individual Exercises

Sample Group Exercises

Interview Simulation

Leaderless Group Discussion

Scheduling Exercise

Business Game

In-Basket

Discuss and
give final ratings
to candidates

5.
Background Investigation:
Verify information from the application form
Typical information verified includes:
Former Employers
Previous Job Performance
Education
Legal Status to Work
Credit References
Criminal Records

6.
Conditional Job Offers:
Offers of employment made contingent
upon successful completion of
background check, physical/medical
exam, drug test, etc.

7.
Medical/Physical Examination
Should be used only to determine if the individual can comply
with the essential functions of the job.
.

8.
Job Offers
Actual hiring decision generally made by the department
manager.
Candidates not hired deserve the courtesy of prompt
notification.

Now Its Up to the Candidate

The candidate now has to decide whether this is the
job for him or her.
Applicants who are not hired this time will still form
an impression about the company.
Management should assure the selection process
leaves them with a favorable impression of the
company.