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SELECTION PROCESS

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SELECTION• Definition

“Selection process is the process of hiring which consist of go no go gauges’’ because of which it is also known as ‘ Successive Hurdle Technique ’.Candidates who qualify the hurdle can go to the next stage and those who do not are dropped out. – Dale Yoder

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• PROCESS OF PICKING INDIVIDUALS (OUT OF POOL OF JOB APPLICANTS) WITH REQUISITE QUALIFICATION AND COMPETENCE TO FILL JOB IN THE ORGANISATION

• “IT IS THE PROCESS OF DIFFERENTIATING BETWEEN APPLICANTS IN ORDER TO IDENTIFY (AND HIRE) THOSE WITH A GREATER LIKELIHOOD OF SUCCESS IN A JOB”

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Selection has the same aims as recruitment, to get the:

• right person• in the right place• at the right time

Selection focuses on:• Making sure we get exactly what we are looking for• The need to measure aspects on the person specification• Identifying the most suitable applicants• Ensuring the individual matches the minimum specification

to do the job adequately

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Steps in Selection Process

1) Job Analysis.2) Recruitment.3) Application Form.4) Written Examination.5) Preliminary Interview6) Group Discussion.7) Test - Intelligence test. - Aptitude test. - Interest test and Personality test. - Situational test. - Judgement test.

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8) Final Interview9) Medical Examination10) Reference Checks11) Final decision by the Line Manager.12) Employment.

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Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs:

The cost of the selection process itself, including the use of various selection instruments

The future costs of inducting and training new staff

The cost of labour turnover if the selected staff are not retained

Selection: CostsSelection: Costs

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TESTS

• Aptitude Test These test measure whether an individual

has the capacity to learn a given job.a) Intelligent test b) Mechanical testc) Psycho-motor test / Skill testd) Clerical aptitude test

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• Achievement Test These test are conducted when applicants claim

to know something ,as these test are concerned with what one has accomplished.

a) Job Knowledge Test

b) Work Sample Test

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Situational Test This test evaluates a candidate in a similar real life

situation. (to solve critical situations of the job)

a) Group Discussions

b) In Basket

Interest TestThese tests are the inventories of the likes and dislikes of a

candidate in relation to work, job, occupational hobbies and recreational activities.

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• Personality Test These tests probe deeply to discover clues to an

individual’s value system, his emotional reactions , maturity and characteristic moods.

a) Objective test b) Projective test

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• WHY TEST ?• PROVIDES OBJECTIVITY (NO BIAS)

• ENSURES FAIRNESS (SAME QUESTIONS

• SAVING IN COST AND TIME

• PROVIDES UNIFORM BASIS FOR COMPARISON

• GIVES ADDITIONAL INFORMATION

• INCREASES PROBABILITY OF SUCCESSFUL SELECTION

• REDUCES TRAINING WASTES

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• Reliability / ValidityReliability:• – Extent to which results can be replicated• – Use of same method achieves same results• – Would the same decision be made next week?

Validity:• – Results are accurate e.g. predict performance.• – The method measures what we think they

measure• – Is it true?

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INTERVIEWS

A Selection interview is designed to assess job-related knowledge, skill, and abilities (KSAs) and clarify information from other sources.

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Key Skills for Interviewing

• Questioning Skills• Rapport building• Listening Skills• Continuity – linking the interview together• Keeping control – too little or much talking by the

interviewee• Note taking

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Practical Skills – NVCs

• Albert Mehrabian (1971) established this classic statistic for the effectiveness of spoken communications:

7% of meaning is in the words that are spoken

38%of meaning is the way that the words are said

55% of meaning is in facial expression (Body Language)

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Preliminary Interviewa) Informal interviewb) Unstructured interview

Core Interviewa) Background information interviewb) Job and probing interviewc) Stress interviewd) Group discussion interviewe) Formal and structured interviewf) Panel interviewg) Depth interview

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INTERVIEW AIDS

• Keep control over the interview• Record key information as it is supplied• Personalize the tested questions• Always get exact dates of

qualification/employment• Check inconsistencies carefully• Take enough time to conduct a thorough

interview• Talk less, listen more• Avoid leading questions or giving preferred

interview answers

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• Time to Think – Active Listening Nancy Kline (1999)

• Ask the question ?• Provide a supportive environment for thinking do

this by

• Limiting yourself to sounds of support - don’t interrupt the thinking process

• Be aware of the impact you are having – don’t frown

• Tolerate ‘thinking silences’• If the person dries up, ask “Do you have any

other ideas/thoughts/observations on this issue?”

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GROUP DISCUSSION• IT IS A METHOD WHERE GROUPS OF JOB

APPLICANTS ARE BROUGHT TOGETHER AND THEY ARE GIVEN A SUBJECT FOR DISCUSSION.

• IT IS FOR THE GROUP TO ANALYSE, DISCUSS, FIND SOLUTIONS AND ARTICULATE THEIR VIEWS AND THEY ARE OBSERVED BY A PANEL