LOGO By Daniel Damaris Novarianto S. Foundation of Selection

LOGO Selection Process

LOGO Initial Screening  The organization can eliminate some of these respondents based on the job description and job specification  Perhaps the candidate:  Lack adequate or appropriate experience  Lack adequate or appropriate education

LOGO Completing the Application Form  Applications obtain information the company wants and needs in order to make a proper selection  In general terms, the application form gives a job-performance-related synopsis of applicants’ life, skills, and accomplishments

LOGO Pre-Employment Testing  Literally hundreds of tests can serve as selection tools  They can measure:  intellect,  spatial ability,  perception skills,  mechanical comprehension,  motor ability, or  personality traits

LOGO Pre-Employment Testing (cont.)  Performance Simulation Test  Work sampling and assessment centers evaluation abilities in actual job activities  Work Sampling  A selection device requiring the job applicant to perform a small sampling of actual job activities

LOGO Pre-Employment Testing  Assessment Center  A facility where performance simulation tests are administered. These include a series of exercises used for selection, development, and performance appraisals

LOGO Comprehensive Interview  A selection device used to obtain in-depth information about a candidate  The applicant may be interviewed by HRM interviewers, senior managers within the organization, a potential supervisor, colleagues, or some or all of these

LOGO How Should We Administer the Interview?  Panel Interviews  Phone Interviews  Video/Web Assisted Interview

LOGO Steps for Effective Interviews 1.Review the job description & job specification 2.Prepare a structured set of questions 3.Review the application form and résumé 4.Open the interview 5. Ask your questions & listen carefully 6. Take a few notes 7. Close the interview 8. Write your evaluation

LOGO Structured Set of Questions

LOGO Interview Questions

LOGO Interview Questions (cont.)

LOGO Interview Questions (cont.)

LOGO Supplementary Questions

LOGO Supplementary Questions (cont.)

LOGO Interview Issues  Interview Bias  Image created by reviewing materials such as the résumé, application, or test scores prior to the actual interview  Impression Management  Influencing performance evaluations by portraying an image desired by the appraiser

LOGO Interview Issues (cont.)  Behavioral Interview  Observing job candidates not only for what they say but for how they behave  This type of interview can also provide an opportunity for interviewers to see how a potential employee will behave and how they react under stress—especially if that is one of the necessary competencies identified with success in the position

LOGO Interview Ilustration

LOGO Realistic Job Interview (RJP)  A selection device that allows job candidates to learn negative as well as positive information about the job and organization  RJP may include brochures, online videos, plant tours, work sampling, or a short script that includes realistic statements that accurately describe the job

LOGO Realistic Job Interview (RJP) (cont.)  RJP has been used by call centers, police recruiters, nursing homes, and organizations that work with the handicapped  RJP should take place during the interview

LOGO Conditional Job Offers  A tentative job offer that becomes permanent after certain conditions are met

LOGO Background Investigation  The process of verifying information job candidates provide. Common sources of background information include:  References  Former employers  Educational accomplishments  Legal status to work in the country  Credit references  Background checks  Online searches 

LOGO Medical/Physical Examination  An examination to determine an applicant’s physical fitness for essential job performance  Aside from its use as a screening tool, the physical exam may also show that an individual does not meet the minimum standards of health required to enroll in company health and life insurance programs

LOGO Medical/Physical Examination (cont.)  Additionally, a company may use this exam to provide base data in case of an employee’s future claim of injury on the job

LOGO Avoiding Hiring Mistakes  Prior to interviewing applicants, update and prepare a list of job requirements, duties, and responsibilities so that you and the applicant will understand the expectations of the position  Don’t panic

LOGO Avoiding Hiring Mistakes (cont.)  Ask appropriate questions:  What are your long and short range goals?  Why are you interested in this position?  What do you consider your greatest strengths and weaknesses?  Why should I hire you?  In what specific ways do you think you can make a contribution to the company?  Do you have plans for continuing education?

LOGO Avoiding Hiring Mistakes (cont.)  Before you extend an offer, check references, including several supervisors or managers—even if the candidate had an exemplary interview and a seemingly perfectly matched background  Obtain applicants’ permission to check references with a signed release form saying that they agree to your calling their references to ask about their background and work performance

LOGO Avoiding Hiring Mistakes (cont.)  Don’t depend on letters that provide only partial information. Call and talk with someone, ask open-ended questions, and listen for content as well as hesitation and inflections. If you do not feel adept, ask your personnel or human resources manager to check references or hire a consultant or reference-checking service.

LOGO Avoiding Hiring Mistakes (cont.)  Sample questions when checking references may include one or more of the following:  Why didn’t you persuade him or her to stay?  How well did he or she take criticism or suggestions given in his or her last performance appraisal process?

LOGO Avoiding Hiring Mistakes (cont.)  Avoid questions that indirectly or directly:  Identify age;  Physical characteristics, such as height, weight, hair or eye color;  Religious affiliation;  Marital and family status;  Medical history; work absenteeism due to illness or physical limitations; or child- or adult-care obligations

LOGO Key Element for Successful Predictors  Reliability  A selection device’s consistency of measurement  Validity  The proven relationship of a selection device to relevant criterion

LOGO Key Element for Successful Predictors (cont.)  Validity (cont.)  Content validity: The degree to which test content, as a sample, represents all situations that could have been included, such as a typing test for a clerk typist

LOGO Key Element for Successful Predictors (cont.)  Validity (cont.)  Construct validity: The degree to which a particular trait relates to successful job performance, as in IQ tests  Criterion-related validity: The degree to which a particular selection device accurately predicts the important elements of work behavior, as in the relationship between a test score and job performance

LOGO Key Element for Successful Predictors (cont.)  Criterion-related validity:  Predictive validity: Validating tests by using prospective applicants as the study group  Cut score: A scoring point below which applicants are rejected  Concurrent validity: Validating tests by using current employees as the study group

LOGO Predictive Vs Concurrent Validation

LOGO Validity Correlation Analysis After Cut Score Is Raised

LOGO Validity Correlation Analysis After Cut Score Is Lowered

LOGO Evaluation of Selected Assessment Method

LOGO