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Chapter
SELECTION
7-2
ANNOTATED OUTLINE
INTRODUCTION
Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. Selection is much more
than just choosing the best candidate. It is an attempt to strike a
happy balance between what the applicant can and wants to do and
what the organization requires.
Selection
7-3
ESSENTIALS OF SELECTION
Selection
7-4
The Process
Selection
7-5
Reception
A warm, friendly and courteous reception is extended to candidates
with a view to create a favourable impression. Employment
possibilities are also communicated honestly and clearly
Screening interview
The HR department tries to screen out the obvious misfits through this
courtesy interview. A prescribed application form is given to
candidates who are found to be suitable.
Application blank
It is a printed form completed by job aspirants detailing their
educational background, previous work history and certain personal
data.
Selection
7-6
Selection
7-7
N a m e o f O r g a n is a tio n : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ D a t e o f E m p lo y m e n t: _ _ _ _ _ _ _ fr o m to _ _ _ _
G ro s s S a la ry : _ _ _ _ _ _ _ _ _ _ _ ( a n n u a l; b e s u re to in c lu d e a n y b o n u s e s o r c o m m is s io n e a r n e d )
J o b T it le : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
N a m e o f L a s t S u p e r v is o r : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
M a y w e c o n t a c t t h is s u p e r v is o r ? Ye s / N o
R e a s o n ( s ) fo r L e a v in g : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
N a m e o f O r g a n is a tio n : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ D a t e o f E m p lo y m e n t: _ _ _ _ _ _ _ fr o m to _ _ _ _
G ro s s S a la ry : _ _ _ _ _ _ _ _ _ _ _ ( a n n u a l; b e s u r e to in c lu d e a n y b o n u s e s o r c o m m is s io n e a rn e d )
J o b T it le : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
N a m e o f L a s t S u p e rv is o r : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
M a y w e c o n t a c t t h is s u p e r v is o r ? Ye s / N o
R e a s o n ( s ) fo r L e a v in g : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
W o r k s k il ls
1 . L is t a n y jo b - r e la t e d la n g u a g e s y o u a r e a b le t o s p e a k o r w r ite : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
2 . L is t a n y jo b - r e la t e d c le r ic a l ( e . g . , t y p in g ) o r t e c h n i c a l s k il ls ( e . g . , c o m p u t e r p r o g r a m m in g ) t h a t y o u
h a v e :
A . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ B . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
C . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
A d d i t io n a l I n f o r m a t io n
In c a s e o f a n e m e r g e n c y, p le a s e c o n ta c t.
N a m e : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
A d d re s s : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Te le p h o n e : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
I u n d e rs ta n d t h a t f a ls if ic a t i o n o f i n f o r m a t i o n is g r o u n d s f o r d is m i s s a l.
I u n d e rs ta n d t h a t m y e m p lo y m e n t a t th e c o m p a n y m a y b e d is c o n tin u e d a t a n y t im e fo r a n y re a s o n
e it h e r b y m y s e lf o r b y th e c o m p a n y.
I a g re e to s u b m i t to a d r u g a n d / o r a lc o h o l t e s t a s a c o n d it io n o f e m p lo y m e n t.
S ig n a tu re D a te
Selection
7-8
Selection
7-9
SELECTION TESTING
Selection
7-10
Selection Tests
Intelligence test
Aptitude test
Personality test
Projective test
Interest test
Preference test
Achievement test
Simulation test
Assessment centre
The in basket
The leaderless group discussion
Business games
Individual presentations
Graphology test
Polygraph test
Integrity test
Selection
7-11
SELECTION TESTING
Selection
7-12
SELECTION TESTING
Selection
7-13
W o rk S a m p le A s s e s s m e n t C e n tre
S u it a b le f o r r o u t in e , r e p e t it iv e jo b s w it h S u it a b le f o r m a n a g e r ia l j o b s , t h e o u t c o m e s
v is ib le o u t c o m e s a r e n o t b e h a v io u r a ll y o b s e r v a b le
Ta k e s a fe w m in u t e s t o t e s t t h e a p p lic a n t Ta k e s d a y s to c o n d u c t v a r io u s e x e r c is e s
E v a lu a t e d b y o n e s u p e r v is o r E v a lu a t e d b y a te a m o f t r a in e d o b s e r v e r s
C a n b e d o n e o n lo c a t i o n w h e r e t h e a p p l i c a n t R e q u i r e s a s e p a r a t e f a c i li t y. T h e c e n t r e s a r e c o n d u c t e d
p e r f o r m s a s m a l l s e g m e n t o f t h e jo b f o r a v a r ie ty o f t a s k s e g m e n ts ( t h a t m a y n o t b e t h e r e a l jo b )
t h a t m a y b e i n c lu d e d in t h e r e a l jo b
U s u a ll y c o m p l e t e d o n o n e a p p l i c a n t a t a t i m e U s u a lly p e r fo r m e d o n g r o u p s o f a p p lic a n t s a t t h e s a m e t im e
Selection
7-14
SELECTION TESTING
The in-basket: From out of reports, memos, letters etc placed in the
in-basket, a candidate is supposed to initiate relevant actions within a
limited period of time.
The leaderless group discussion: This exercise involves groups of
managerial candidates working together on a job related problem so
as to measure skills such as oral communication, tolerance, self-
confidence, adaptability, etc.
Business games: Here participants try to solve a problem, usually as
members of two or more simulated companies that are competing in
the market place
Individual presentations: In this case the participants are given a
limited amount of time to plan, organise and prepare a presentation on a
given topic.
Selection
7-15
+points - points
The flexibility of form and content --expensive to design
The use of a variety of techniques --difficult to administer
Standardised ways of interpreting behaviour --blind acceptance of data may
Pooled assessor judgements not be advisable
Content validity and wider acceptance
Performance ratings are more objective
Selection
7-16
SELECTION TESTING
Selection
7-17
Selection
7-18
Selection
7-19
Selection
7-20
Selection
7-21
Selection Interview
Interview is an important source of information about job applicants. Several
types of interviews are used , depending on the nature and importance of the
position to be filled within an organisation.
Selection
7-22
The nondirective interview: the recruiter asks questions as they come to mind
The directive or structured interview: the recruiter uses a predetermined set of
Questions that are clearly job-related
The situational interview: the recruiter presents a hypothetical incident and asks
The candidate to respond
The behavioural interview: the focus here is on actual work related incidents and
The applicant is supposed to reveal what he or she did in a given situation
Stress interview: the recruiter attempts to find how applicants would respond to
Aggressive, embarrassing, rule and insulting (at times) questions
The panel interview: three or four interviewers pose questions to the applicant and
Examine the suitability of the candidate
Selection
7-23
Interviewing Mistakes
Selection
7-24
Interviewing Mistakes
Bias: allowing the ratings to be influence by the personal likes and dislikes
Halo effect: a single important trait of a candidate affects the judgement of the
rater ( like “athletes make good sales people”)
Selection
7-25
Interview Process
Selection
7-26
Selection