Recruitment and selection in the organization

Lesecret

Selection.ppt

Home >English homework help >Recruitment and selection in the organization

Selection

Eng. Mohammad Y. "Bani Mfarrej"

Selection and Placement

Selection is the process of choosing individuals who have relevant qualifications to fill jobs in an organization.
Placement is the process of fitting a person to the right job.
“Good training will not make up for bad selection.”
“If you don’t hire the right one, your competitor will.”

Eng. Mohammad Y. "Bani Mfarrej"

Why Careful Selection is Important

Organizational Performance

Legal
Obligations and Liability

The Importance of Selecting the Right Employees

Costs of Recruiting and Hiring

Eng. Mohammad Y. "Bani Mfarrej"

Criteria, Predictors, and Job Performance

Job analysis can provide the basis for identifying appropriate KSAs ( Knowledge, Skills and Abilities) if it is done properly.
KSAs is some times used as a bases of selection of employees.
Whether an employer uses specific KSAs or the more general approach, effective selection of employees involves using criteria and predictors of job performance.

Eng. Mohammad Y. "Bani Mfarrej"

Criteria, Predictors, and Job Performance

Selection Criterion
A characteristic that a person must have to do a job successfully.
One example is the criterion appropriate employee permanence, which considers that a person must stay in a job long enough for the employer at least to break even on the training and hiring expenses incurred to hire the employee.
Predictors are measurable indicators of selection criteria.
Good health hepatitis test
Adding more predictors can affect the applicant pool.

Eng. Mohammad Y. "Bani Mfarrej"

Selection Process Flowchart

Eng. Mohammad Y. "Bani Mfarrej"

Application Forms

Application forms are widely used. Properly prepared, like the one in Figure 7-5
The application form serves four purposes:
It is a record of the applicant’s desire to obtain a position.
It is a basic employee record for applicants who are hired.
It provides the interviewer with a profile of the applicant that can be used in the interview.
It can be used for research on the effectiveness of the selection process.
It is a formal document on which the applicant attests to the truthfulness of all information provided.

Eng. Mohammad Y. "Bani Mfarrej"

Weighted Application Forms

One way employers can make the application form more job related is by developing a weighted form.
A job analysis is used to determine the knowledge, skills and abilities (KSAs) needed for the job, and an application form is developed to include items related to the selection criteria.
Then weights, or numeric values, are placed on possible responses to the items based on their predictive value.
The responses of applicants can be scored, totaled, and compared.

Eng. Mohammad Y. "Bani Mfarrej"

Resumes

One of the most common methods applicants use to provide background information is the resume.
Technically, a resume used in place of an application form must be treated by an employer as an application form for EEO purposes.
Because of different forms of resumes some employers require that all who submit resumes complete an application form as well, so similar information will be available on all applicants

Eng. Mohammad Y. "Bani Mfarrej"

Selection Testing

Cognitive (Mental) Abilities

Situational judgment tests

Motor and Physical Abilities

Psychomotor tests

What Tests Measure ability

Eng. Mohammad Y. "Bani Mfarrej"

Psychomotor Tests

Eng. Mohammad Y. "Bani Mfarrej"

Personality Testing

Eng. Mohammad Y. "Bani Mfarrej"

Selection Interviewing

A selection interview is designed to identify information on a candidate and clarify information from other sources.
This in-depth interview is designed to integrate all the information from application forms, tests, and reference checks, so that a decision can be made.

Eng. Mohammad Y. "Bani Mfarrej"

Types of Interviews

Eng. Mohammad Y. "Bani Mfarrej"

Structured Interview

The structured interview uses a set of standardized questions that are asked of all applicants, so that comparisons among applicants can more easily be made.
Complete a standardized interviewee evaluation form to provides documentation for the question why one applicant was selected over another?
Sample questions that might be asked of all applicants for a production maintenance management opening are as follows:
Tell me how you trained workers for their jobs.
How do you know what the needs of the plant are at any given time and what mechanics ought to be doing?

Eng. Mohammad Y. "Bani Mfarrej"

Biographical Interview

A biographical interview focuses on a chronological assessment of the candidate’s past experiences.
This type of interview is widely used and is often combined with other interview techniques.
Overall, the process provides a sketch of past experiences.

Eng. Mohammad Y. "Bani Mfarrej"

Behavioral Description Interview

Applicants are required to give specific examples of how they have performed a certain procedure or handled a problem in the past.
This may predict future actions and show how applicants are best suited for current jobs.
Behavioral interviews are better at identifying achievement at work than are situational interviews, because they focus on what applicants have actually done in real situations rather than on what they think they might do in hypothetical situations.
“Tell me about a time when you initiated a project. What was the situation? What did you do? What were the results?”

Eng. Mohammad Y. "Bani Mfarrej"

Structured Interview

The competency interview is similar to the behavioral interview except the questions are designed to provide the interviewer with something against which to measure the applicant’s response.
A competency profile for the position is often utilized, which includes a list of competencies necessary to do that particular job

Eng. Mohammad Y. "Bani Mfarrej"

Situational Interview

The situational interview is a structured interview that is composed of questions about how applicants might handle specific job situations.
Interview questions are based on job analysis and checked by experts in the job so they will be content valid.
There are three types of questions:
Hypothetical: Asking applicant what he or she might do in a certain job situation
Related to knowledge: Might entail explaining a method or demonstrating a procedure
Related to requirements: Explores areas such as willingness to work the hours required and meet travel demands

Eng. Mohammad Y. "Bani Mfarrej"

Nondirective Interview

Nondirective Interview uses general questions from which other questions are developed.
Difficulties with a nondirective interview include keeping it job related and obtaining comparable data on various applicants.

Eng. Mohammad Y. "Bani Mfarrej"

Stress Interview

The stress interview is a special type of interview designed to create anxiety and put pressure on the applicant to see how the person responds.
In a stress interview, the interviewer assumes an extremely aggressive and insulting posture.
The stress interview can be a high-risk approach for an employer because an applicant is probably already anxious, and the stress interview can easily generate a poor image of the interviewer and the employer.

Eng. Mohammad Y. "Bani Mfarrej"

Panel Interview

Applicants are interviewed by one interviewer at a time.
In a panel interview several interviewers interview the candidate at the same time.
All the interviewers hear the same response.
On the negative side, applicants are frequently uncomfortable with the group interview format.

Eng. Mohammad Y. "Bani Mfarrej"

Interviewing Basics

Effective interviews do not just happen; they are planned.
Pre-interview planning is essential to a well-conducted in-depth selection interview.
This planning begins with selecting the time and place for the interview.
A private location is important, so that both parties can concentrate on the interview content.
The interviewer should review the application form for completeness and accuracy before beginning the interview and also should make notes to identify specific areas about which to question the applicant during the interview.

Eng. Mohammad Y. "Bani Mfarrej"

Interviewing Basics

An important aspect of the interview is control.
Control includes knowing in advance what information must be collected, systematically collecting it, and stopping when that information has been collected.
Having control of the interview does not mean doing extensive talking.
If the interviewer talks more, the interviewer is the one being interviewed.

Eng. Mohammad Y. "Bani Mfarrej"

Interviewing Basics

Use effective questioning techniques, utilize questions that will produce full and complete answers
An open-ended questions is one that cannot be answered yes or no.
Who, what, when, why, tell me, how, and which are all good ways to begin questions that will produce longer and more informative answers.
“What was your attendance record on your last job?” is a better question than, “Did you have good attendance on your last job?”

Eng. Mohammad Y. "Bani Mfarrej"

Poor Questions

Certain kinds of questions should be avoided:
Questions that rarely produce a true answer: An example is, “How did you get along with your co-workers?” This question is almost inevitably going to be answered, “Just fine.”
Leading questions: A leading question is one to which the answer is obvious from the way that the question is asked. For example, “You do like to talk to people, don’t you?” Answer: “Of course.”
Illegal questions:
Obvious questions: An obvious question is one for which the interviewer already has the answer and the applicant knows it.
Questions that are not job related: All questions asked should be directly related to the job for which the interviewee has applied.

Eng. Mohammad Y. "Bani Mfarrej"