HND in Business

Management
Module: Human Resource Management Unit
21
Lesson: Selection
Lecturer:
Prepared By: Eranda
Bandara

Selection
systematic identification of
candidates who are suitable for the
vacancy or wider requirement of the
HR plan. This is a two way process

Prepared By: Eranda

Bandara

Aims & Objectives Of Selection

To predict the future or potential job performance of
candidates
To compare one candidate to other to find the best fit
To inform candidates about the organization & the
job
Facilitate self selection & minimizing disappointment
& supporting retention.
To give the best organizational impression.
To comply with legislation , policies & organizational
values
To provide information for other HRM activities.
Prepared By: Eranda
Bandara

Systematic Approach Of
Selecting
Initial Step Deal with responses to job advertisements
Set applications against key criteria- Age , Qualifications , experience
etc..
Sort Applications: As Possible , Unsuitable & Marginal .
Short list for the interview : Possible only
Invitation for the Interview : by post , telegrams , e-mail or telephone .
Interview & short list the best : Selecting testing & other mechanisms
are used
Check references : Short listed only
Follow-up Procedures : Offer the employment , negotiations with terms
& conditions , preparing contacts , arrange work permits , Plan induction
Review un-interviewed : Possible & Marginal
Letters to unsuccessful applicants
Keep records : Information of criteria & process used in decision making
Prepared By: Eranda
Bandara

The Legal Framework Of

Selection
Discrimination
No work related questions in the
Application Forms
No medical reports requested with the
application form
Fair & equal opportunity interview
procedures
No biasness at the selection test

Prepared By: Eranda

Bandara

Selection Methods

Interviews
Evaluation of education & experiences
Selection tests
Back Ground & reference test
Bio data analysis
Handwriting Analysis
Group selection methods
Physical & medical tests

Prepared By: Eranda

Bandara

Selection
- Preliminary Screening

HR Department will sort out hundreds of letters and

resumes in response to one classified ad
I.E. Southwest Airlines receives 129,000 resumes
and hires approximately 3,411 people every two
years
Applicant pool is narrowed and input from team
members is given
Check applicants references and credentials
Call for an interview

Prepared By: Eranda

Bandara

Selection - Employment Interview

Allow the employer to learn more about the applicant

than can be conveyed in a resume or cover letter
Preparing for an Interview
Setting aside space - Privacy
Putting the applicant at ease Small talk,
Refreshment, Interviewer should be outgoing trained
in interviewing skills
Taking control over the interview take notes to
record important points, encourage applicant to talk,
but control the direction of discussion

Prepared By: Eranda

Bandara

Selection
- Employment Interview

Structured Interview
Prepare a list of questions when interviewing
many applications for one position
Provides uniform information for each applicant
Remind the applicant to cover each question
Where do you want to be in five years?
What are your strengths in working with
others?

Prepared By: Eranda

Bandara

Selection
- Employment Interview

Unstructured Interview
A conversation between employer and applicant in a relaxed
environment
Ask open-ended questions
Why did you leave your previous job?
Tell me about yourself
Applicant has the opportunity to ask questions about the
organization
Not always reliable interviews
Pertinent questions may not be covered and bias is a possibility
First Impressions on personal attributes can be taken into
consideration
Single characteristic dominates the interviewers impression of the
applicant
(I.E.) - Pleasant Personality dominates the perception of the
applicant and other concerns are overlooked
Doesnt indicate if the candidate is qualified
Applicant with a pleasant personality in an interview is common

Prepared By: Eranda

Bandara

10

Types of interviews
Individual
This is the most common interview
method which enable the both
parties to have an individual face to
face discussion .

Prepared By: Eranda

Bandara

11

One-One/Individual Interview
Advantages
Direct Face to Face communication
Establish rapport between candidate & the
interviewer
Individual Attention on each
Relax atmosphere
Disadvantages
Individual biasness

Highlighting the weakness of the

interviewer
Prepared By: Eranda
Bandara

12

Types of interviews Panels

Designed to overcome the
disadvantages of individual interview
.
Gather more information
Guard the biasness

Prepared By: Eranda

Bandara

13

Types of interviews
Selection Boards
A large formal panels
A large number of individuals or
groups with an interest

Prepared By: Eranda

Bandara

14

Selection Boards
Advantages
Allow a number of people to see the candidate
Sharing information at a single meeting
Can compare the assessments on the spot
Effective communication of information

Disadvantages

Questions are varied

Stressful for candidates
Not showing the best outcome of the candidate
Biasness towards well dress & confident
candidates , hiding weakness of them.

Prepared By: Eranda

Bandara

15

Preparation For The Interview

Interview arrangements need to represent the best organizational
impression.
Consider the psychological effects of the location
interviewers.

& manner of

Candidate need to be encourage to talk freely & honestly .

Give the chance to learn about the organization
Must control the biasness or the hasty judgments.
The agenda need to be based on the job description , Competence Profile
, person specification , application form or the CV & the covering letter .

Prepared By: Eranda

Bandara

16

Question Types & Styles

Open ended questions :
Who , what where , When & Why .
E.g.: Why do you want to be in HR?
Probing / Curious Questions :
To discover deeper significance of the candidates
experience
E.g.: Which particular job do you consider relevant &
how?
Closed ended questions
Inviting yes or no answers
E.g.: Have you followed Dip In HRM ?
Prepared By: Eranda
Bandara

17

 Multiple Question
Two or more questions are asked at once
E.g.. Tell me about your last job ? How did
your knowledge of HRM help you there ?
Situational Questions
Present a situation and ask them to explain
how they have dealt with it.
Leading Questions
Lead the interviewee to give a certain reply .
E.g.. Dont you agree with that ?
Opportunity o ask questions
Prepared By: Eranda
Bandara

18

Limitations Of Interviews
Inaccurate predictions : Do not
provide accurate predictions on how a
person will perform in the job.
Limited Scope : Interview is too
brief .
Limited Relevance : Lack of focus
the interview structure .
Artificiality : Candidates are in their
best behavior.
Prepared By: Eranda
Bandara

19

 Errors of judgment.
Halo effect: Making initial general
judgment ( nicely dressed )
Contagious bias: Interviewer changes
the behavior or responses of the
applicant
Logical error: Making unnecessary
conclusions.

Prepared By: Eranda

Bandara

20

Selection Boards
Advantages
Allow a number of people to see the candidate
Sharing information at a single meeting
Can compare the assessments on the spot
Effective communication of information

Disadvantages

Questions are varied

Stressful for candidates
Not showing the best outcome of the candidate
Biasness towards well dress & confident
candidates, hiding weakness of them.

Prepared By: Eranda

Bandara

21

Interview Skills & Questioning

Techniques
(Whetton & Cameron , 2002)
Creating effective questions based on the
agenda
Creating an appropriate climate for rapport
building, active listening, positive tone of voice.
Use question types intentionally to control the
pace and the direction
Use and interpret non verbal signals
Critically evaluate candidates responses
Being alert on all forms of potential biasness.
Prepared By: Eranda
Bandara

22

Selection - Testing

Used to differentiate applicants with similar credentials

Provides a uniform evaluation of the qualifications of a
prospective employee
Predictive Index (PI)
10-minute personality test is used for effectively
hiring and working with employees
Identifies an individuals strengths and weaknesses
Over 3,000 companies use it (IKEA, Budget Rent-ACar, colleges, professional sports teams)
Validity and Reliability of Test
Factors relevant to the job
Group of people taking test under similar
circumstances get similar results

Prepared By: Eranda

Bandara

23

Common Employment Tests

Aptitude Test

Measures capacity to learn a particular subject or skill

Psychomotor Test

Measures strength, dexterity, and coordination

Job Knowledge
Test

Measures knowledge related to a particular job

Proficiency Test

Measures performance on a sample of the work required

in the job

Interest Test

Categorizes applicants interests relative to the job

Psychological
Test

Attempts to define personality traits

Polygraph Test

Records changes in physical response as a person

responds to questions to determine whether responses
are truthful

Prepared By: Eranda

Bandara

24

Limitations Of Psychometric
Testing
No direct relationship
ability in the test & the
Interpretation of test
skilled
task,
need
experience.
Additional difficulties
Difficult to exclude
and bias from tests.
Prepared By: Eranda
Bandara

between the
job.
results is a
training
&

discrimination

25

Assessment Centers

Prepared By: Eranda

Bandara

26

Group Selection Methods/

Assessment Centers
Usefulness
Check Social Skills, Intellectual skills &
Attitude.
Give a long longer opportunity to study
candidates .
Checking the managerial skills which cant be
highlighted in any other selection method .
Can to a comparability between candidates
Pool of interviewers can give accurate
judgment
Prepared By: Eranda
Bandara

27

Techniques Group selection

Role Play
Case Studies
In-Tray exercises
Discussions

Prepared By: Eranda

Bandara

28

Follow-Up Procedures
1) Reference checking:
Checking the accurate information about the
previous job
Opinions about the applicants personality &
other attributes.
Providing confidential information of the
candidate.
Telephone reference is time serving &
accurate
Will you re-employee this person?
Prepared By: Eranda
Bandara

29

2) Offer of the employment

Orel confirmation
Written offer
All terms & conditions of the offer
Satisfactory references, medical test
results, negotiations of he contact .
Prepare for its offer to be rejected

Prepared By: Eranda

Bandara

30

Contract Of Employment
Offer need to be accepted
Contract offer is a mixture of oral &
written
Senior personal need to approve the
contract

Prepared By: Eranda

Bandara

31

Written Particulars Of
Employment

The name of the employer & employee

The title of the job
The date of the appointment
Pay & hours of the work
Leave types & entitlement of them
Pension scheme provisions
Length of notice of the termination
Disciplinary procedures, work rules, staff unions
Health & safety

Prepared By: Eranda

Bandara

32

Evaluating the selection

Performance
Indicators
should
establish & measured at each stage .
Total
number
of
candidates
interviewed , Time taken to locate
candidates, Cost per candidate, Time
taken to process selection process,
Number of acceptance in relation to
offer
Prepared By: Eranda
Bandara

33