1. SELECTION

2. Chapter Objectives Explain the significance of employee selection
Discuss the factors that affect the selection process
Identify environmental factors that affect the selection process
Describe the general selection process
Explain the importance of the preliminary interview
Describe reviewing applications and resumes

3. Selection
Process of choosing from a group of applicants the individual best suited for a particular position and an organization
My definition
Using a systemic process to identify the best candidate (s)

4. Factors Affecting the Selection Process
Other HR functions
I/O Psychologist
Legal considerations
Decision making speed
Organizational hierarchy
Applicant pool
Type of organization
Probationary period

5. Other HR Functions
Selection process affects, and is affected by, virtually every other HR function.

6. Industrial Organizational (I/O )Psychologist
Studies behavior in the work place
Focuses on promoting productive workers
Helps organizations understand the most effective means for selecting and promoting professionals
Helps organization design proper test for measuring job performance

7. Legal Considerations
Human resource management is greatly influenced by legislation, executive orders, and court decisions.

8. Speed of Decision Making
Time available to make selection decision can have major effect on selection process

9. Organizational Hierarchy
Different approaches to selection are generally taken for filling positions at different levels in organization.

10. Applicant Pool
Number of applicants for particular job can also affect selection process

11. Type of Organization
Prospective employees in private sector screened with regard to how they can help achieve profit goals.
Government civil service systems identify qualified applicants through competitive examinations.
Individuals considered for positions in not-for-profit organizations must not only be qualified but dedicated to this work.

12. Probationary Period
Probationary period that permits evaluating employees ability based upon performance

13. Ideal Selection Process External Environment Internal Environment
Recruited Candidate
Review Resumes
Select top 5 -8 to pre screen
Rejected Applicants
Conduct phone interview
Face-to-face Interviews
Testing and References Checks
Selection Decision
Close loop on candidates rejected
New Hire Starts

14. Exercise Break into teams of 3 -4 Analysis a current or previous
selection process you experienced
Identify 2 -3 recommendations
to improve the selection process
Report back on your recommendations

15. Different Types of Staffing Assessments:
Physical Exams
Background Checks
Interviews
Resume Screens
Knowledge, Skill and Ability
Test
Situational Measure
Application Screens

16. What Assessments Measure
What have
candidates
Done?
Pre-screening
Behavioral Interviews
Resume Screens
Background Investigations
Drug Screens
What candidates want to do
Future Job
Performance
Ability Tests
Physical Ability Test
Personality Test
want to do?
candidates
What
Culture and Fit Inventories
Motivational Interviews

17. Preliminary Interview
Removes obviously unqualified individuals
The types:
Telephone interviews
Computer interviews

18. Review of Applications
Usually all candidates complete them, regardless of the position.
Must be signed to be validate
Review of Resumes
Systems allow you to sort through resumes that close match the requirements