S E L E C T

SELECTING
ENGINEERING
EMPLOYEES
JOB SATISFACTION
- is known to have a profound impact on
employees’ willingness to apply their skills
to the best of their abilities.
THE SELECTION PROCESS
THE SELECTION PROCESS

- needs of new position

THE SELECTION PROCESS
THE SELECTION PROCESS

- job descriptions
- roles and responsibilities
- position grade levels
- minimum qualifications
THE SELECTION PROCESS
THE SELECTION PROCESS

 Publicize job openings

 Web sites
 Employment agencies
THE SELECTION PROCESS
THE SELECTION PROCESS

- checking
applicants’
documents
carefully
THE SELECTION PROCESS
THE SELECTION PROCESS

Studying the past

to predict the
future.
THE SELECTION PROCESS
THE SELECTION PROCESS

Match the candidate’s qualities

to those of the company
SOFT SKILLS
- engineers’ personality traits, psychological profiles, value systems, and
deep-rooted beliefs. (Hampton 1988)
• Interpersonal Skills – get along with people
• Aptitude for teamwork – team dedication and participation
• Flexibility – learn several jobs, change shifts and work overtime
• Drive to improve continuously - make and take constructive criticism
BASIC STRATEGY IN SELECTING EMPLOYEES:
• Pick the best employees and train them well.
• Talent - a strategic priority for all companies ( Guthridge, 2008)
• Address the needs of talents at all level of the organization, rather than
only at the top level
• Define the decision criteria – assigning weight factors in evaluating the
candidates
EXAMPLE OF DECISION CRITERIA

A B C
NUMBER DECISION CRITERIA WEIGHT A B C
1 Domain technical knowledge 9 10 5 8
2 Personal innovativeness and creativity 10 10 5 8
3 Team management competencies 8 5 10 5
4 Get along well with people 8 5 10 8
5 Industrial and market understanding 6 5 8 10
6 Risk-taking mindset 8 8 5 10
7 Communications 5 5 10 8

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