1. Selection the Best People
Kyaw Nu
Trainer of HRM

2. Selection
“ The process of choosing from a group of applicants those individuals best suited for a particular position and organization”

3. Significance of Employee Selection
Affect the morale of the entire staff, especially team
Cost a firm money ( higher for expatriate assignments)
Affect the organization’s distinctive advantage
Devastate a small companies

4. Environmental Factors
Other HR Functions
Legal Considerations
Speed of Decision Making
Organizational Hierarchy
Applicant Pool
Type of Organization
Probationary Period

5. Selection Process The Preliminary Interview
Review of Applications and Résumés
Selection Tests
Employment Interviews
Reference and Background Checks
Selection Decision
Medical Examination

6. Types of Employment Tests
Differ in characteristics related to job performance by individuals
Relate to :
cognitive abilities
psychomotor abilities
job knowledge
work samples
vocational interests
personality
substance abuse testing
genetic testing
internet testing
assessment centers

7. Employment Interview
A goal-oriented conversation in which an interviewer and an applicant supposedly exchange information
Endured the preliminary interview and scored satisfactorily on selection tests
Need additional information because of mislead appearances
Willing to work and adapt to the particular organization

8. Interview Planning The speed in which the process occurs
Physical location– pleasant, private, minimum of interruptions
Interviewer– pleasant personality, empathy, the ability to listen, and communicate effectively, familiar with the applicant’s qualifications, develop a job profile

9. Interview Checklist
Compare an applicant’s application and résumés with job requirements
Develop questions related to the quality sought
Prepare a step-by-step plan to present the position, company, division and department
Determine how to ask for examples of past applicant behavior, not what future behavior might be

10. Content of Interview Occupational experiences Academic achievement
Interpersonal skills
Personal qualities
Organizational fit
Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system

11. Candidate’s Role and Expectations
To learn the history of the company and a description of its products and customers
To have understanding of the firm’s business priorities, its strengths and weaknesses and competitors
To be listened and understood
To have ample opportunity to present their qualifications
To be treated fairly with respect
To gather information about the job and the company
To make an informed decision concerning the desirability of the job

12. Methods of Interviewing
One-on-one interview
Group interview
A meeting in which several job applicants interact in the presence of one or more company representatives
Board interview
A meeting in which several representatives of a company interview a candidate in one or more sessions
Stress interview
Internationally creates anxiety to determine how a job applicant will react in certain type of situations

13. Potential Interviewing Problems
Inappropriate Questions
Premature Judgments
Interviewer Domination
Inconsistent Questions
Central Tendency
Halo Error
Contrast Effects
Interviewer Bias
Lack of Training
Behavior Sample
Nonverbal Communication

14. Verification of Information Accuracy
Personal reference check
Background investigations
Polygraph tests
Outsourcing investigations
Elements to verify
Previous employment
Education
Personal references
Criminal history
Driving record
Civil litigation
Workers’ compensation history
Credit history
Social security no

15. Reasons to Conduct Background Investigation
Negligent hiring
Assign a potentially dangerous person to a position
At-risk employers
Occupational Safety and Health Act’s role (OSHA)
Double jeopardy
Due diligence required

16. Induction Training
Induction is the process whereby a person is formally introduced and integrated into an organization or system
The purpose of Induction
To help new recruits to find their bearing
To begin to socialize recruits into the culture and norm
To support recruits in beginning performance
To identify on-going training and development needs
To avoid initial problems at the induction crisis

17. The Process of Induction
Step 1- Pinpoint the areas that the recruit will have to learn to start the job
Step 2- Introduce the recruit to the work premises and facilities
Step 3- Briefing by the HR manager on relevant policies and procedures
Step 4- Introduce the recruit to key people in the office including a mentor
Step 5- Introduce work procedures
Step 6- Plan and implement an appropriate training program for whatever the recruit is needed
Step 7- Monitor initial progress as demonstrated by performance, as reported by the recruits’ mentor and by the recruit himself