Saterdag - SU 5 Selection STUDY UNIT 5 Selection Chapter 9 Page 237 - 252 Saterdag - SU 5 Selection

Saterdag - SU 5 Selection OBJECTIVES 1. Explain the internal and external factors that influence the selection decision. 2. Construct a competency model for carrying out the selection process in a specific company. Saterdag - SU 5 Selection

Saterdag - SU 5 Selection OBJECTIVES 3. Conduct a structured employment interview. 4. Make decisions on the types of selection tests to be used. Saterdag - SU 5 Selection

Saterdag - SU 5 Selection 1. Explain the internal and external factors that influence the selection decision. See Page 239 Paragraph 9.2 Saterdag - SU 5 Selection

Saterdag - SU 5 Selection TABLE 9.1 External factors Legislation Community Political stability Cultural background The labour market Geographic location Internal factors Size of organisation Motivation/interest Job environment Organisational culture Type of organisation Organisational objectives Speed of decision-making Applicant pool Selection methods. Saterdag - SU 5 Selection

Summary of factors influencing selection (Page 241) Saterdag - SU 5 Selection

Saterdag - SU 5 Selection 2. Construct a competency model for carrying out the selection process in a specific company. See page 242 Figure 9.2 Study as is Saterdag - SU 5 Selection

Saterdag - SU 5 Selection

Steps in the selection process (p243) Saterdag - SU 5 Selection

Initial screening (Question 2 cont) Page 9.3.1 (page 242) Preliminary screening interview Criteria for elimination from pool. Saterdag - SU 5 Selection

Standard application form (p243) Screening tool Routine information: Personal and biographical data Education Work experience Health issues Saterdag - SU 5 Selection

Standard application form (cont) Compliance with EEA, LRA, and BCEA Red flags Time gaps in employment Vague reasons for leaving previous jobs All employers listed out of business. Saterdag - SU 5 Selection

3. Conduct a structured employment interview Employment interviewing (P244) Traditional vs. competence-based Structured interview Semi-structured Saterdag - SU 5 Selection

Employment interviewing (P244) Unstructured interview Stress interview Group interview Panel interview. Saterdag - SU 5 Selection

Common interviewing mistakes (P246) Jumping to conclusions Not obtaining relevant information Making an appointment under pressure Rating candidates in order of interviews Distortion due to comparison Saterdag - SU 5 Selection

Common interviewing mistakes (cont) Rating hard to get interviewees higher Being influenced by nonverbal behaviour Helping the interviewee formulate an answer Talking too much or too little Playing psychologist Saterdag - SU 5 Selection

Common interviewing mistakes (cont) Being influenced by physical appearance Allowing obesity to influence rating Shifting opinion from positive to negative. Saterdag - SU 5 Selection

Saterdag - SU 5 Selection 4. Make decisions on the types of selection tests to be used (Page 248 – 9.3.4) Employment tests Regulated by government and professional bodies Administered by registered psychologists, psychometrics and psycho technicians Value influenced by validity and reliability Subjected to provisions in EEA Short-term operational versus long-term strategic tests. Saterdag - SU 5 Selection

Saterdag - SU 5 Selection

Reference checks (selection process continued) (Page 249 - 9.3.5 ) To verify accuracy of information provided To uncover damaging background information. Saterdag - SU 5 Selection

Reasons for medical checks (p 249) To ensure applicant qualifies for the physical requirements of job To discover medical limitations To establish a record and baseline of applicant’s health To prevent absenteeism and accidents To detect communicable diseases. Saterdag - SU 5 Selection

Offer of employment and appointment See Page 251 - 9.3.7 Verbally Backed up with written offer Saterdag - SU 5 Selection

Saterdag - SU 5 Selection THE END !!! Saterdag - SU 5 Selection