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8/2/2019 Selection Abridged Ppt
http://slidepdf.com/reader/full/selection-abridged-ppt 2/22
Learning Objectives
• Understand the nature of selection andappreciate its role
• Describe the selection process
• Identify new methods of selection
• Bring out the selection practices in India
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What is Selection
• Selection is picking up right people for
right jobs
• Selection is significant because
– it determines work performance
– heavy costs are incurred
–
false negatives and false positives can beavoided
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The Psychology of Selection
Figure 6-5
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Job Performance, Selection Criteria, and Predictors
Figure 6-3
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Elements in a Selection Process1. What are the org’s goals
and objectives.
2. What are the tasksand responsibilities.
3.Qualifications and
experience required to
perform a job4. What are the
competencies
required.5. What should be
the criteria for
Selecting.
Organization al Objective
Job Design and Description
Job Specification
Competency Modelling
Selection Recruitment Policy
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Steps in the Selection Process
Initial Screening
Interview
Conducting Tests and Evaluating
PerformancePreliminary
Interview
Reference checks
Analyzing the
application BlankResumes/ CV Review
Core and
Departmental
Interview
Job offer
Medical
ExaminationPlacement
Offer to next
suitable
candidate
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Application Forms
Some of the items that usually appear on the
application forms:-
– Personal Information
– Educational qualification
– Work experience
– Salary
– Personality items
– Reference checks
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Evaluation of Application Forms
Clinical method:- All the information furnished by theapplicant in the application form is analyzed andinference s are made about the applicant’s personality.A designed application form facilitates an analysis of
the job applicant’s leadership abilities, emotionalstability, assertiveness, attitude towards his work andhis superiors.
Weighted Method:- In this method, certain points orweights are assigned to each items in the application
form. It should differentiate between the characteristicsof successful and unsuccessful employees. Assigningweights to these characteristics or traits in an to assessemployee attitude and personality.
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Selection Process
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Types of Interviews
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Barriers to Effective Selection
• Barriers to selection
– Perception
– Fairness
– Validity
– Reliability
– Pressure
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TESTS
Aptitude Tests:-
Reasoning, judgment, memory, and the power of
abstraction “ An IQ (Intelligence Quotient) test usually measures
several factors of intelligence such as logical reasoning,analytical skills and general knowledge.
Achievement Tests:-Aptitude tests measure anindividual’s ability to learn a given job, when givenadequate training.
Situational Tests:-Used in middle and senior level
management selection to test the applicant’s likelyresponses to real-life business situations.
Interest Tests:- These tests help in assessing anindividual’s genuine interest in a job and its profile.
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• Personality Tests:- Personality tests helps in
assessing an individual’s value systems, emotions,
maturity and other personal characteristics.• Graphology:- Graphology involves examining an
individual’s handwriting to assess his personality,
emotional characteristics and honesty.
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INTERVIEWS
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1. Preliminary Interviews:- Preliminary interviews arebrief. First round interviews that aim toeliminate the applicants who are obviously
unqualified for the job.2. Selection Interview:- A selection or core
interview is normally the interaction betweenthe job applicant and the line manager or
experts, where the applicant’s job knowledge,skills, talent, etc. are evaluated and ascertained.
3. Formal and structured Interview:- A structuredinterview is very rigid in its structure and
contents. It is based on a through job analysis,which directs the flow of the interview.
4. Unstructured Interview:- There are more openended questions in an unstructured interview.
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5. Stress Interview:- The objective of a stress
interview is to test the applicant’s ability to
perform and deliver under stress. Interviewersput the interviewee under stress by repeated
interrupting him, criticizing his answers, asking
him unrelated questions of keeping quiet forlong period after the interviewee has finished
speaking .
6. Group Interview Method:- In this method, allthe candidates or a group of candidates are
interviewed by a panel of interviewers or a
single interviewer.17
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7. Panel Interview:- Organizations where allfunctions are interdependent and every jobinvolves cross-functional interactions.
8. In-Depth Interview:- In-depth interviews aremore suitable for selection of candidates for high-end technology and high skills jobs. Experts in therelevant area test the candidate’s knowledge and
understanding of the subject and assess hisexpertise.
9. Decision Making Interview:- Applicant’s knowledge in the core areas of the job is
evaluated by experts including line managers onthe organization. The HR manager tries to findout the candidate’s expectations regarding salary,allowances, benefits, promotions, and careeropportunities.
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The Interview
Process
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1. Preparation:- The interviewer should follow
these steps when preparing for the interview: Determining the objectives of the interview – for
what position, what is the job specification.
Read the application of the candidate so that
relevant questions can be asked.
Determining the mode of evaluation, the standards,
the weights etc.
Plan one’s time so as to allocate equal time andattention to all the interviewers.
Be prepared to interview the candidates without any
prejudice or bias.
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2. Setting :- Setting and the ambience for an
interview can have a major effect on a
candidate’s performance.
Do’s and Don’ts of Interviewing:- DO DON’T
Prepare for the interview Be unprepared for the interview
Make the candidate feel comfortable and
relaxed
Make the candidate feel stressed
Ask open ended questions Ask leading and demanding questions
Allow the candidate to talk and gather
complete and relevant information
Interrupt the candidate frequently and gather
inadequate in formations
Ask more questions and probe only if
necessary
Ask personal and private questions that disturb
the candidate
Make note of the relevant points during the
interview for accurate assessment
Rely on your memory to assess the candidate
after the interview
Stick to the plan of the interview Get too engrossed in the interview to follow21
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3. Reference Checks:- The former employees or
professors or the acquaintance of the candidate ,who are in responsible position in the corporate
world or in the society, are mentioned as referrals.
4. Medical Examinations:- Many organizations have
made physical medical examinations mandatory for
hiring. The clearance of physical examination is
mandatory to ensure compliance with the physicalstandards mentioned in the job specification and
the organizational recruitment policy.
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