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

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

3. Selection Process
Application Review

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

5. Selection Process Initial interview in HR department
Application Review

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 Employment tests Initial interview in HR Dep.
Application Review

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

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

11. Background investigation
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 Preliminary selection in HR Dep.
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review

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

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

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

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

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
Application Screening
Outsourced
Outsourced HQ
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