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SELECTION TECHNIQUES Team 7 Emily Abraham-Linesch Law Pei Pei Nik Ily Diyana.

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Presentation on theme: "SELECTION TECHNIQUES Team 7 Emily Abraham-Linesch Law Pei Pei Nik Ily Diyana."— Presentation transcript:

1 SELECTION TECHNIQUES Team 7 Emily Abraham-Linesch Law Pei Pei Nik Ily Diyana

2 Selection process Initial interview in HR Dep. Employment tests Background investigation Supervisory interview Medical examination Preliminary selection in HR Dep. Application Review Hiring decision Note: an applicant may be rejected after any step in the process

3 Selection Process Application Review

4  Review of applications and resumes  Put candidates in order of best qualified  Select the most appropriate applicants

5 Selection Process Application Review Initial interview in HR department

6 Initial interview in HR Department  Highly Structured Interview Questions Based on Job Requirements Distinct Types of Questions Sample Good Responses Multiple Raters Consistency Applied Documentation “Fostered by EEO Requirements”

7 Types of Interview Questions  WARM-UP QUESTIONS  WORK HISTORY e.g. What special aspects of your work experience have changed in the past 5 years and how does it prepare you for your future jobs?  JOB PERFORMANCE e.g. Everyone has strengths & weaknesses as workers. What are your strong points for this job?  EDUCATION e.g. How has your education helped you pave your career? How strong is its influence in your chosen career?  CAREER GOALS e.g. Where do you see your career headed in 3 years time?  SELF-ASSESSMENT e.g. What is your biggest achievement?  MOTIVATION e.g. What activity or recognition are you most proud of?  WORK STANDARDS e.g. What are your standards of success in your job?  LEADERSHIP e.g. How effectively do you handle stressful situations?

8 Selection Process Application Review Initial interview in HR Dep. Employment tests

9  Perform psychological and honesty tests  Teamwork ability tests  Good predictor of job performance

10 Selection Process Application Review Initial interview in HR Dep. Employment tests Background investigation

11  Check references and work history  Good citizen (criminal record)  Reliability of applicant  Information will be obtained from: former employers school, college, university officials credit bureaus individuals named as references

12 Selection Process Application Review Initial interview in HR Dep. Employment tests Background investigation Preliminary selection in HR Dep.

13 Preliminary Selection in HR Dep.  Ranking of applicants based on previous processes  Select the best candidates for “second” round

14 Selection process Application Review Initial interview in HR Dep. Employment tests Background investigation Preliminary selection in HR Dep. Supervisory interview

15 Supervisory Interview  In depth panel interview, behavioral type questions (conducted by closest supervisor, consultant and representative of HR department )  Multiple opinions  In depth knowledge about applicants behavior and decision making capabilities

16 Selection Process Application Review Initial interview in HR Dep. Employment tests Background investigation Preliminary selection in HR Dep. Supervisory interview Medical examination

17  Given to ensure that the health of an applicant is adequate to meet the job requirements  Test held by professional medical institution  Protection against possible later law suits  Can be costly

18 Selection Process Initial interview in HR Dep. Employment tests Background investigation Supervisory interview Medical examination Preliminary selection in HR Dep. Application Review Hiring decision

19 Hiring Decision  Goal of the whole application process (most important step)  Final decision based on all steps of the selection process

20 Selection Process Tasks: Functional, Country and Regional Managers Positions Outsourced HQ Outsourced HQ Application Screening Initial Interview Employment Tests Background Investigation Preliminary Selection Supervisory Interview Medical Examination Hiring Decision

21 Selection Process Tasks  CEO elected by Executive Board of Directors  Facility and Assistant Facility Managers conducted by closest supervisor and representative of HR department

22 Cost  Partnership with global consulting agency  Outsourcing selection process reduces personnel needs and expenses in HR department  Selection methods are designed to reflect the importance of specific position  Opportunity Cost

23 Validity and Reliability  The combination of the different steps in the selection process will assure that each applicant’s characteristics are correctly evaluated  Reliability More than one interviewer at supervisory interview Standardization e.g. BP employment test


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