Selection process

Selection and Placement

Selection
The process of choosing individuals with qualifications needed to fill jobs in an organization. Organizations need qualified employees to succeed.
Hire hard, manage easy. Good training will not make up for bad selection.

Placement
Fitting a person to the right job.

Applicant Knowledge, Skills, and Abilities

Person-Job Fit
Matching the knowledge, skills and abilities (KSAs) of people to the characteristics of jobs (tasks, duties and responsibilitiesTDRs). Benefits of person-job fit:
Higher employee performance Lower turnover and absenteeism

Person-Organization Fit
The congruence between individuals and organizational factors.

KSAs = TDRs = Job Success?

Basic Testing Concepts

Why? Reliability The consistency of scores obtained by the same person when retested with the identical or equivalent tests. Are the test results stable over time? Test validity The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure?

Job Performance, Selection Criteria, and Predictions

HR Employment Functions
1. Receiving applications 2. Interviewing applicants 3. Administering tests to applicants

4. Conducting background investigations

5. Arranging physical examinations 6. Placing and assigning new employees 7. Coordinating follow-up of new employees 8. Exit interviewing departing employees 9. Maintaining employee records and reports

Selection Process Flowchart

Applicant Job Interest

Realistic Job Preview
The process through which a job applicant receives an accurate picture of the organizational realities of the job.
Prevents the development of unrealistic job expectations that cause disenchantment, dissatisfaction, and turnover in new employees.

Selection Testing: Ability Tests

Cognitive Ability Tests

Physical Ability Tests

Psychomotor Tests

Ability Tests
Work Sample Tests
Aptitude and Achievement

Situational Judgment Tests

Assessment Centers

Ability tests Tests that assess learned skills. Aptitude tests Tests that measure general ability to learn or acquire a skill. Work sample tests Tests that require an applicant to perform a simulated job task.

Other Tests
Personality Tests Minnesota Multiphasic Personality Inventory (MMPI)

Myers-Briggs
Fakability and personality tests Honest and Integrity Tests Socially desirable responses False positives Polygraph tests (lie detector)

Work Simulations
Management assessment center A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance. Typical simulated exercises include: The in-basket Leaderless group discussion Management games Individual presentations Objective tests The interview

Structured Interviews
Structured Interviews

Biographical Interview

Behavioral Interview

Competency Interview

Situational Interview

Less Structured Interviews

Nondirective Interview Applicants are queried using questions that are developed from the answers to previous questions. Possibility of not obtaining needed information. Information obtained may not be not job-related or comparable to that obtained from other applicants. Stress Interviews An interview designed to create anxiety and put pressure on an applicant to see how the person responds.

Effective Interviewing
Conducting an Effective Interview
Plan the Interview Control the Interview Utilize Effect Questioning Techniques

Questions to Avoid
Yes/No questions Obvious questions Questions that rarely produce a true answer Leading questions Illegal questions Questions that are not job related

Problems in the Interview

Snap Judgments

Negative Emphasis

Halo Effect

Poor Interviewing Techniques

Biases and Stereotyping

Cultural Noise

Making the Job Offer

Offer Guidelines
Formalize the offer with a letter to the applicant clearly stating the terms and conditions of employment.
Avoid vague, general statements and promises. Require return of a signed acceptance of the offer.