CHAPTER 7SELECTION

SELECTION Can be defined as the process of determining from among the

applicants who can meet the job requirements and can be offered the vacant position in the organization.

It is a systemic process of choosing the best fit employee amongst a number of qualified candidates who seems to most successfully meet job and organizational requirements.

THE SELECTION PROCESS

Screening applications and resumes Conducting test of the applicants Interviewing Performing reference checking background investigations Deciding whether to hire or not

APPLICATIONS AND RESUMES

Gathering information regarding an applicant’s background and experiences

Typical application materialsa. Traditional application formsb. Resumesc. Biodata

Tests are still the commonly used instruments for determining the qualifications and talents of the applicant for a particular job. Tests can be classified on the bases of personal characteristics sought from the applicant.

CONDUCTING TESTS OF APPLICANTS

Ability Tests – These tests are assessment instruments used to measure an individual’s ability, mental or physical skills level. They measure a variety of areas ranging from verbal reasoning, numerical ability, problem-solving, motor or spatial agility, mechanical ability, or finger dexterity such as in typing, or assembling. Aptitude Tests – It measures the person’s capacity to learn a given job, provided there is adequate training.

CLASSIFICATION OF TESTS ON APPLICANTS

Performance Tests - This test judges and evaluates the acquired knowledge and experience of the individual and his speed and accuracy in performing a job. It is used to test performance of typist, data entry operators.

Rorschach Tests – is a psychological test in which subjects' perceptions of inkblots are recorded and then analyzed using psychological interpretation, complex algorithms or both. Some psychologists use this test to examine a person's personality characteristics and emotional functioning.

Personality Tests – In this test the emotional ability or the emotional quotient is tested. This test judges the ability to work in a group, inter personal skills, ability to understand and handle conflicts and judge motivation levels. This tests is becoming very popular now days.

Thematic Apperception Test - is a projective measure intended to evaluate a person's patterns of thought, attitudes, observational capacity, and emotional responses to ambiguous test material.

Honesty or Integrity Tests - is a specific type of personality test designed to assess an applicant's tendency to be honest, trustworthy, and dependable. A lack of integrity is associated with such counterproductive behaviors as theft, violence, sabotage, disciplinary problems, and absenteeism.

INTERVIEW

Interview - is a formal meeting in which one or more people question consult or evaluate another person. It is also a meeting or conversation in which a writer or reporter asks questions of one or more persons from whom material is sought for a newspaper story, television broadcast, etc.

There are several stages in a purposeful and results-oriented interview:

Preparing for the interview Making a friend Eliciting information Observation behavior Concluding the interview Evaluating results of the interview

Preparing for the InterviewPreparation is the key to successful interviews. The place must be carefully selected to afford privacy and to avoid interruptions.

The interviewer should go over the application letter and resume and acquaint himself with the job description and person specification

Making a FriendWhy make a friend?The answer is simple; to make the applicant open relax and straightforward in revealing himself to us If you would be unfriendly the applicant would not be expansive in his answers. He would not volunteer information more than what is being asked.

Offer him a seat.Offer some drink like water, coffee , or soda.Start with a small talk like about the weather, traffic or something of

interest to him.After a few minutes of relaxing talk, give him the parameters of the

interview.

There are few practices that will make your applicant comfortable.

ELICITING INFORMATIONElicitation refers to procedures or techniques involving interacting with and communicating with others, formally or informally, that is designed to gather knowledge or inform. Eliciting information from anyone who is uncooperative is a difficult task. Elicitation can occur in many different contexts, including very imprompt, informal situations such as everyday conversations and social interactions.

OBSERVATION BEHAVIORThere are two skills that you want to find out in the interview:

Hard skills - Hard skills include the specific knowledge and abilities required for success in a job. Examples of hard skills include computer programming, web design, typing, nursing, finance, electrical, accounting, finance, writing, mathematics, legal and other quantifiable skills that are included in the requirements for a job.

Soft skills - personal attributes that enable someone to interact effectively and harmoniously with other people. Examples of soft skills include leadership, empathy, communication, and etiquette.

Concluding the Interview

Keep asking questions during the interview. When you're satisfied with the information you've collected, then you know the interview is over. Give the interviewee a chance to ask you any questions you can answer. You should also summarize the main results of the interview. Make sure, if possible, you have an opportunity to return if you have more questions later. Thank the interviewee for his or her time before you end the interview.

Evaluating Results of the Interview

Hiring an employee is a lot easier than firing an employee who turns out to be the wrong fit in the company. With an evaluation interview, your charm and poise won't be enough to get you the job. An evaluation interview gets to the core of your experience, knowledge and skills. It examines and rates your behavior in conflict situations. If you are the successful candidate, it means you earned it.