1. 12/27/2018
Selection
Decisions

2. Goal of Selection: Maximize “Hits”

3. Selection Process Steps3

4. Key selection methods
Experience measures: Used to obtain information about the person’s characteristics, past experience and accomplishments (CV, weighted application, references & background checks)
Tests: used to measure general intelligence, traits, and skills (aptitude test, work sample test, knowledge skill test, personality inventory)
Interview: Used to assess attitude and knowledge (unstructured, structured, behavioral)

5. The STAR Process

6. Percentage of companies using Tools/Tests for Selection

7. Choice of selection methods
The methods provides reliable information
the method provides valid information
The information can be generalized to apply to the candidates
The method offers high utility
The selection criteria are legal

8. Selection Approaches
12/27/2018
Single predictor/method approach: use of one method
Multiple predictor/method approach: use of more than one methods
Multiple hurdle/ discrete
Screening of candidates at each step
Useful: large number and long selection process
Compensatory/ Comprehensive
Selection based on aggregate performance on selection tests
Useful: small number and few tests
Hybrid
Combination of both

9. Socialization/orientation
Benefits of employee orientation:
it can increase retentions by 25%
improve employee performance by 11 %
Employees who participated on structural onboarding programs are 69% more likely to stay with organizations for 3 years
The reason for 15 % employee quit was found to be the ineffective orientations program
It takes 8-12 months for new hires to be as proficient as other colleagues.

10. Socialization/orientation
Orientation mode could be formal and informal
It could also be conducted inside and outside the organization
Nature of information shared during orientation programs: organizational policy, organizational mission, vision and objectives, organizational values and beliefs, and employee code of conduct,