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Presentation on theme: "SELECTION."— Presentation transcript:


2 Chapter Objectives Explain the significance of employee selection.
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 Chapter Objectives (Continued)
Explain legal implications of interviewing. Explain the administration of selection tests including the advantages, potential problems, and characteristics of properly designed selection tests. Explain the types of validation studies. Describe types of employment tests.

4 Chapter Objectives (Continued)
Explain the importance of the employment interview including interview planning and the content of the interview. Describe the general types of interviewing. Explain the growing influence of the behavioral interview. Describe the various methods of interviewing. Explain the use of personal references checks

5 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)

6 Environmental Factors Affecting the Selection Process
Other HR functions Legal considerations Decision making speed Organizational hierarchy Applicant pool Type of organization Probationary period

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

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

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

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

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

12 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.

13 Probationary Period Probationary period that permits evaluating employees ability based upon performance

14 The Selection Process External Environment Internal Environment
Recruited Candidate Preliminary Interview Review of Applications and Resumes Rejected Applicants Selection Tests Employment Interviews Reference and Background Checks Selection Decision Physical Examination New Employee

15 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

16 Preliminary Interview
Removes obviously unqualified individuals The types: Telephone interviews Videotaped interviews Computer interviews

17 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

18 Administration of Selection Tests
Advantages Potential Problems using Selection Tests Characteristics of Properly Designed Selection Tests

19 Advantages of Selection Tests
Reliable and accurate means of selecting qualified candidates Identify attitudes and job-related skills Deficiencies in other techniques

20 Potential Problems Using Selection Tests
Legal liabilities Test anxiety

21 Characteristics of Properly Designed Selection Tests
Standardization Objectivity Norms Reliability Validity Requirements for Job Relatedness

22 Characteristics of Properly Designed Selection Tests
Standardization - Uniformity of the procedures and conditions of administering test Objectivity - Everyone scoring a test obtains the same results Norms - Frame of reference for comparing an applicant's performance with that of others

23 Characteristics of Properly Designed Selection Tests (Continued)
Reliability - Provides consistent results Validity - Measures what it is supposed to measure Requirement for Job Relatedness – test must work without having adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law

24 Types of Validation Studies
Criterion-related validity Concurrent validity Predictive validity Content Validity Construct Validity

25 Types of Validation Studies
Criterion-related validity - comparing the scores on selection tests to some aspect of job performance Concurrent validity - Test scores and the criterion data are obtained at essentially the same time Predictive validity - Administering a test and later obtaining the criterion information

26 Types of Validation Studies (Continued)
Content validity - Test validation method whereby person performs certain tasks that are actually required by job or completes a paper and pencil test that measures relevant job knowledge Construct validity - Test validation method that determines whether a test measures certain traits or qualities that are important in performing the job

27 Types of Employment Tests
Cognitive aptitude Psychomotor abilities Job Knowledge Work-sample (simulation) Vocational interests Personality Substance Abuse

28 Cognitive Aptitude Tests
Measures individual’s ability to learn, as well as to perform a job

29 Psychomotor Abilities Tests
Strength Coordination Dexterity

30 Job Knowledge Tests Measure a candidate's knowledge of the duties of the position for which he or she is applying Are commercially available

31 Work-Sample (Simulation)
Tests that require an applicant to perform a task or set of tasks representative of the job Such tests by their nature are job related Produces a high predictive validity, reduces adverse impact, and is more acceptable to applicants

32 Vocational Interests Indicate the occupation in which a person is most interested and is most likely to receive satisfaction from Primary use has been in counseling and vocational guidance

33 Personality Tests Traits Temperaments Dispositions

34 Substance Abuse Testing
Proponents contend testing necessary to ensure workplace safety, security, and productivity Drug testing in the U.S. is becoming commonplace.

35 The Employment Interview
Conversation in which interviewer and applicant exchange information Interview planning – essential to effective interviews

36 Interview Planning Internal Environment
Select interview team Develop interview question Schedule interview Pre-interview meeting Conduct interviews Interview debrief Check references Select candidate Offer – New Hire

37 Content of the Interview
Occupational experience Academic achievement Interpersonal skills Personal qualities Organizational fit

38 Types of Interviews Unstructured (nondirective)
Structured (directive or patterned)

39 Unstructured (Nondirective) Interview
Asks probing, open-ended questions Encourages applicant to do much of the talking Often time-consuming Potential legal woes

40 Structured (Directive or Patterned) Interview
Situational questions Job knowledge questions Job-sample simulation questions Worker requirements questions

41 Behavioral Interview Structured interview where applicants
reflect on past experience Premise of past behavior is a predictor of future behavior Interviewers seeks examples from the interviewee Legally safe - because job related Example: Tell me about a time a project you worked on that best demonstrates your ability to be a team player?

42 Methods of Interviewing
One-on-one interview - Applicant meets one-on-one with an interviewer Group interview/ Panel - Several applicants interact in the presence of one or more company representatives Board interview - Several of the firm’s representatives interview one candidate

43 Methods of Interviewing
Stress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed to the applicant in an unbiased manner Usually takes place in the pre-screening

44 Legal Implications of Interviewing
Interview bias Inconsistent questions Halo Error All question should be job related Question: What happens if some one brings up there age?

45 (Personal) Reference Checks
Provides additional insight into applicant information Verification of accuracy

46 Negligent Hiring & Referral
Liability employer incurs when no reasonable investigation of applicant’s background is made and potentially dangerous person is assigned to position where he or she can inflict harm Negligent Referral Employee fails to offer warning about a problem with a past employer

47 Negligent Hiring (Continued)
OSHA’s Role – Law requires employer to provide safe place to work; this extends to providing safe employees. Double Jeopardy – Negligent retention occurs when company keeps employees whose records indicate strong potential for wrongdoing Due Diligence Required – Employer responsible for employee’s unlawful acts even if not job related

48 Elements to Verify Previous employment Education verification
Personal reference check Criminal history Driving record Civil Litigation Workers’ compensation history Credit history Social security number verification

49 Fair Credit Reporting Act
Act amended in 1997 Places new obligations on employers who use certain information brought to light through background investigations

50 Other Legal Aspects Over half of the states in U.S. have passed laws offering varying degrees of protection to employers who provide good-faith references and who release truthful information about current or former employees

51 Problems in Obtaining Information from Professional References
Two schools of thought: Don’t tell them anything. Honesty is the best policy.

52 Negligent Referral May occur when former employer fails to offer a warning about a particularly severe problem with a past employee

53 Outsourcing Investigations
Firms can outsource background checks to third-party investigators that the Fair Credit Reporting Act regulates.

54 Polygraph Tests Confirm or refute application information
Employee Polygraph Protection Act of 1988 severely limited use in the private sector

55 The Selection Decision
Most critical step of all Person whose qualifications most closely conform to the requirements of the open position should be selected

56 Medical Examination Determine whether applicant physically capable of performing the work

57 Notification to Candidates
Results should be made known to candidates as soon as possible. Delay may result in firm losing prime candidate. Unsuccessful candidates should also be promptly notified.


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