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Foundation Of SelectionCh. 7Assignment No.3 Discuss Selection ProcessDue Date 8th weekAssignment No. 2 due today

PRESTON UNIVERSITYRECRUITMENT & SELECTION PROCESSOUTLINE OF THE CHAPTER

SELECTION PROCESSINITIAL SCREENINGBACKGROUD INVESTIGATIONPURPOSE OF SELECTION PROCESSKEY ELEMENTS FOR SUCCESSFUL PREDICTORSSELECTION FROM GLOBAL PERSPECTIVEThere will be quiz No. 2 todaySELECTION PROCESS:Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization.STEPS OF SELECTION PROCESS: Initial screeningApplication formWritten testInterviewBackground investigationCondition job offerMedical examinationPermanent job offer

Initial ScreeningCompleted ApplicationEmployment TestComprehensive InterviewBackground InvestigationMedical ExaminationPermanent Job OfferConditional Job OfferReject ApplicationPassedPassedPassedPassedPassedFailedFailedFailedFailedUnsatisfactoryUnfitPassedFitComplete Selection ProcessINITIAL SCREENING:The very first step in selection process whereby job inquiries are sorted.

STEPS OF INITIAL SCREENING:Screening Inquiries: Elimination of applicants on the basis of job description & specification i.e. lack of required qualification & experience.

Screening Interviews: It is used to narrow down the list of potential applicants and increase the efficiency of the formal interview process.APPLICATION FORM:Company-specific employment form used to generate specific information company wants.

It contains the queries like personal information, qualification & experience etc.

It also includes the applicant signature and references.

WEIGHTED APPLICATION FORM: A special type of application form that uses relevant applicant information to determine the likelihood of job success.

CONTKEY ISSUES ABOUT APPLICATION FORM:Civil Rights Acts 1964 & 1991 prohibit the discrimination on the basis of sex, race, color, religion, national origin, disability and age.

Application form include a statement giving the employer right to dismiss an employee for falsifying wrong information. It relates to the privacy of person i.e. previous work history. WRITTEN TEST:Test taken by the organization for job normally hand written but now often through computers.

TYPES OF TESTS:

Aptitude Test: A measure of a persons natural ability or potential to learn a skill or set of skills.Intelligence Test: Test conducted to know a persons mental ability.Interest Test: A measure of a persons liking & disliking.Performance Simulation Test: Work sampling & assessment centers evaluation abilities in actual job activities.Work Sampling: A selection device requiring the job applicant to actually perform a small segment of job.ASSESSMENT CENTERS:Specialized institutions where different kinds of tests are conducted for the selection, development and performance appraisals.

TESTING IN GLOBAL ARENA:Now the world is global village but one test methodology cannot be applied for the people having different background and countries. INTERVIEW:A formal face to face conversation for the assessment of a candidate or applicant for the job.

Interviews are universally conducted. And usually conducted by the HRM interviewers, senior managers, supervisors. colleagues or all of them.

It is normally designed to cover those areas which are not addressed by the application form i.e. assessing ones motivation, values, ability to work under stress & ability to fit with organization.INTERVIEW EFFECTIVENESS:

The effectiveness of the interview can be measured through its different forms.

FORMS OF INTERVIEWS:

One to one interviewPanel interviewMass interviewSituational interviewBehavioral interviewStress interview

CONTImpression Management:Influencing performance evaluations by portraying an image desired by the appraiser.

Realistic Job Preview:A selection device that allows job candidates to learn negative as well as positive information about the job and organization. CONDITIONAL JOB OFFER:After the successful completion of previous steps the applicant has given the conditional job offer.

This conditional job offer is provided to the applicants for further two steps i.e. Background investigation, Medical examination.

This thing also helps the company to observe and monitor the working behavior and capacity of the applicant. BACKGROUND INVESTIGATION:It is a process of looking up and compiling criminal records, commercial record and financial record of an individual.

It helps to predict on individuals future behavior by keeping in view his/her past behavior.

Negligent Hiring: It occurs when an employer has failed to properly investigate an employees background and that employee is later involved in misconduct.

Qualified Privilege: The ability for organizations to speak honestly to one another about employees.

CONTMETHODS OF BACKGROUND INVESTIGATION:InternalExternal

Internal Investigation: Companys own HRM department undertakes the task of questioning former employers, personal references and possibly credit sources.

External Investigation: It usually involves independent firms to investigate all information about the individuals.MEDICAL EXAMINATION:An examination to determine the physical fitness for the essential requisites for job performance.

Normally it includes the tests like Blood tests, disease tests, Drug tests etc.

Physical exam also shows the minimum standard of health exist to enroll in companys health and life insurance program.PERMANENT JOB OFFER:Applicants those who successfully passed through the above mentioned steps are now considered eligible for permanent job.

Comprehensive Approach: Applying all the steps in selection process before making a decision about the job applicants.OBJECTIVES OF SELECTION PROCESS:To attract sufficient applications from potential candidates with the required skills, qualities, experience and competences.

To develop and maintain processes which will assist in ensuring the appointment of the most suitable candidate.

To ensure that the recruitment is as per the company expectations.KEY ELEMENTS FOR SUCCESSFUL PREDICTORS:Reliability: The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.

Validity: The proven relationship of a selection device to relevant criteria.

Types of Validity:

Content Validity: A test has content validity if it sufficiently covers the area that it is intended to cover.

Construct Validity: The degree to which a test measures a particular trait related to successful performance for the job.

Criterion-Related Validity: A type of validity based on showing that scored on the test are related to job performance.Predictive Validity: Validating tests by using potential applicants as the study group.Concurrent Validity: Validating tests by using current employees as the study group.

Cut Score: A minimum scoring point below which applicants are rejected.SELF MANAGED TEAM:

INTERVIEW PREPARATION:

SELECTION FROM GLOBAL PERSPECTIVE:Technical expertiseLeadership abilityPersonality and flexibilityCultural and environmental differencesSensitivity to different management stylesSupportive familiesTHANKS!

FOR YOUR

KIND ATTENTIONPossible QUESTIONS:How the family support effects the selection from the global perspective ?Why the cultural & environmental differences are important in selection process ?How content validity is different from the construct validity ?What is the significance of reliability in measuring tests ?Why do companies offer the conditional job ?

CONTWhy medical examination is conducted for jobs ?How situational interview is different from the behavioral interview ?How initial screening is done in selection process ?How work sampling is helpful in the judgment of suitable applicant ? Is comprehensive approach good for selection process ?Quiz No. 2 : Discuss importance of medical examination

ONE TO ONE INTERVIEW

PANEL INTERVIEW

MASS INTERVIEW