HUMAN RESOURCE MANAGEMENT

SELECTION

LEARNING OBJECTIVES
Understand and explain:
The concept of selection The purpose of selection The selection process
Application and shortlisting Testing Interviews Reference checking Physical Examination Job offer/ Hiring new employee
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WHAT IS SELECTION?
Selection is the process of choosing individuals who have the necessary qualification to perform a particular job well (Anthony et al, 1999). It is a process of choosing individuals who have relevant qualifications to fill existing or projected job openings (Bohlander, Snell & Sherman, 2001).
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WHAT IS SELECTION?...CONT.
Simply put, selection is choosing whom to hire from a list of qualified applicants, thus choosing of an individual from a pool of selected applicants.

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PURPOSE OF SELECTION
To pick up the most suitable candidate who would best meet the requirements of the job in an organization. To find out which job applicant will be successful, if hired.

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SELECTION PROCESS
Selection processes mostly differ from organization to organization. Some generic processes include;
Application and short listing Testing Interviews Reference Checks Physical examination Job offer/Hiring new employee
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APPLICATION AND SHORT LISTING

Jobs are advertised so interested persons apply after which they are short-listed Applications are the formal way a potential employee shows his interest in an advertised job. Short-listing applications is the process of deciding which applicants should be followed up with an interview and which applicants can be immediately ruled out.
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FACTORS TO CONSIDER WHEN SHORT-LISTING

Assess if each applicant in relation to the position description (job description) and person description (job specification). Employers should be open minded.

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TESTING
It is a means of obtaining objective and standardized information from potential employees by measuring the persons knowledge, skills, abilities, as well as other characteristics. Tests should be standardized; thus tests should reliable and valid.

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TESTING CONT.
Reliability: means that the selection methods are expected to consistently produce a similar score over time for a given person or group of persons. Validity: it is the degree to which a test measures the attributes that are of interest. It being valid means the test should accurately and consistently measure what it purport to measure.
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EXAMPLES OF TESTS
Mental ability test; to check ones mental ability and aptitude. They are mostly paper and pencil tests. Work samples; to test ones ability to do rather than know something. For instance a driver would need to pass a driving test before he is employed. Trainability test; used when the skill requirement of the job is constantly changing or complex. Here employers perform a task and allow the prospective employees to undertake the same task.
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EXAMPLES CONT.
Personality and general test inventory; measures traits such as self esteem, self confidence, temperament and disposition but psychologist warn that these tests are not usually predictable of performance. Honesty test; to check honesty level of applicants.
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INTERVIEWS
A job interview is a process in which a potential employee is evaluated for prospective employment by an employer. During the process, the employer hopes to determine whether or not the applicant is suitable for the job.

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TYPES OF INTERVIEWS
Structured interviews: are based on a prepared list of questions which the interviewer does not deviate from them. There are two types;
Behavioral Description Interview; applicants are asked about how they performed in the past in order to predict how they would perform in the future. Situational Interviews; interviewees are asked to describe how they might act in a given situation.
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TYPES OF INTERVIEW CONT.

Semi-structured interviews; major questions are prepared in advance but flexibility is allowed regarding exactly what and how questions are asked. Unstructured interviews; there is little or no planning on the part of the interviewer. Important job related issues may be left out. It is not recommended as a selection device
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CRITICISMS OF INTERVIEWS
Perceptual errors: has to do with the hallow effect, where one is rated high or low on a number of characteristics simply because he or she possesses one characteristic. Judgmental errors: a contrast effect where an applicant is evaluated as higher or lower based solely on the perceived quality of previous applicants.
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REFERENCE CHECKING
This is the process of looking up and compiling criminal, commercial and financial records of a prospective applicant.

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BENEFITS OF REFERENCE CHECKING

Successful reference checking gives you the ability to:
Verify information gathered from interviews. Gain additional insight into candidates from experiences and perceptions of others. Obtain indebt information about applicants past job performance and work habit.

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PHYSICAL EXAMINATION
It is done to know whether one is physically able to perform the job. It also helps in placement purposes. To ensure that worker compensation claims may not be filed against an organization for a pre-existing condition. Find out about the drug and alcohol level of the applicant.
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JOB OFFER/ HIRING OF NEW EMPLOYEE

After an applicant has successfully gone through all the previous steps, he or she is hired. The hired applicant is briefed on the following;
Duties and responsibilities Salary and other allowances Benefits, promotion and sick leave. Organization policies Employment contract and benefit forms which should be signed by both the employer and employee GROUP 13 - SELECTION 20

THANK YOU

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GROUP 13
MEMBERS
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