Chapter 7Selecting Employees

Ayesha TabassumEastern University

What is SelectionChoosing individuals who have needed qualifications to fill jobs in an organizationImportance of Selection Good training will not make up for bad selection Hire hard, manage easy

Purpose of SelectionTo ensurePerson-job fitPerson-organization fitA good person-job fit can- Increase the employee performance (quality and quantity of work) Reduce turnover and absenteeism Reduce other HR problems Reduce training and operating costs

Selection Process

Initial ScreeningScreening inquiriesScreening interviews

Application FormsPurposesRecords the applicants desire to obtain a positionProvides the interviewer with a profile of the applicantBasic employee record for applicants who are hiredUsed for research on the effectiveness of the selection process

EEO and Application Form ContentsIllegal information:GenderRaceAgeReligion ColorNational originDisability Marital statusInformation on spouse and dependents

Preemployment Testing

Employment TestsAbility TestsPersonality TestsAchievement TestsHonesty/Integrity Tests

Employment TestsAbility Test: Ability tests are standardized ways of assessing how well people typically perform in varying work tasks or react in different situations. Achievement Test: An achievement test is a test of developed skill or job knowledge. It measures what someone has learned in a job.

Ability TestsCognitive ability testsPhysical ability testsSkill-based/psychomotor testsWork sample tests

Personality TestsPersonality tests assist employers to evaluate how you are likely to handle relevant work-related activitiesBig-Five Personality Dimensions:ConscientiousnessAgreeablenessExtroversionOpenness to ExperiencesEmotional Stability

Sample Personality Test Questions

Employment TestsHonesty/Integrity TestsOvert Integrity Tests: Inquiries about individual honesty and attitudes and behavior regarding theftPersonality Oriented Integrity Tests: Uses psychological concepts such as dependability, respect for authority and othersPolygraphs: Lie detectors

Employment TestsPersonality testsGraphologyPsychic advisorsRealistic job previews

Selection InterviewsStructured Interviews Behavioral Interviews Situational InterviewsLess Structured Interviews Non-Directive Interviews Stress InterviewsUnstructured InterviewsMost EffectiveLeast Effective

Structured InterviewsBehavioral Interviews: Applicants give specific examples of how they have performed a certain task or handled a problem in past

Situational Interview: Composed of questions about how applicants might handle specific job situation

Less Structured InterviewsNondirective Interviews: Uses questions that are developed from the answers to previous questions

Disadvantages:Difficulties in keeping job related informationDifficulties in obtaining comparable dataDifferent questions are asked to different applicants

Less Structured InterviewsStress Interview: Designed to create anxiety and put pressure on an applicant to see how the person respondsExtremely aggressive and insulting posture

Disadvantages:High-risk approach for the employerGenerates a poor image of the employerPotential applicant may turn down the job offer

Interview IssuesInterviewer biasImpression managementProblems in interview: - Snap Judgments - Negative Emphasis - Halo Effect - Biases and Stereotypes - Cultural Noises

Steps for Effective InterviewReview the job description and specificationPrepare a structured set of questionsReview the application form and resumeOpen the interviewAsk your questions and listen carefullyTake a few notesClose the interviewWrite your evaluation

Background InvestigationReferencesFormer employersEducational accomplishmentsCredit referencesCriminal recordsDrug screenBackground check by third-party investigatorsOnline searches

Thank You 2015 A. Tabassum