Employee Selection Process

Introduction Gloria Andersen is the Project Manager at Radisson Inc. She has a vacant position of a Software Tester in her team. The HR has collected resumes, screened them and shortlisted a few candidates for interview. Gloria will be conducting the interviews as the requirement is for her team and she is the better person to judge the suitability of a person to join her team.

Introduction Let us look at the interview that takes place between Gloria and a shortlisted candidate, Abraham Weston.

Pleased to meet you, I am Abraham Weston. Introduction Good Morning! Good Morning! My name is Gloria Andersen and I am the Project Manager of the team that has the opening for this position. Pleased to meet you, I am Abraham Weston.

Introduction Pleased to meet you too Abraham. I have gone through your resume. So, tell me a little more about yourself. Sure. I have about 1 year of experience as a Software Tester at Wiley Inc. I have also done a certificate course on Rational Robot Testing.

So, why do you want to leave your current job? Introduction So, why do you want to leave your current job? Uh… There are not many growth opportunities at Kirk and I am also not satisfied with my remuneration.

So, what projects have you worked on? Introduction So, what projects have you worked on? Hmm… I have worked on the testing of a Banking Project. Also, they were going to send me on-site for a client’s project to Paris for a month.

I think it would have but I didn’t want to go abroad. Introduction Oh… Why? I think you said you did not have any growth opportunities? Wouldn’t working abroad have positively influenced and added to your experience and career growth? I think it would have but I didn’t want to go abroad.

Introduction Alright, so, how good are you working with Rational Robot? I am not very knowledgeable about Rational Robot.

Introduction Oh! You have stated in your resume and you also mentioned at the start of this interview that you have completed a certificate course on Rational Robot. Yes, that’s true. But I don’t remember much of what I had learned in that course.

It was nice talking to you. Bye! Introduction That’s really sad. So Abraham, I am done with the interview. If you are selected, you would hear from the HR. We would get in touch with you. Thank you for coming. Thank you! It was nice talking to you. Bye! Same here, Bye!

Introduction In the above interview between Abraham and Gloria, do you think that Abraham was selected by Gloria?

Introduction Yes, Gloria would NOT select Abraham. There are many reasons for this, such as: Abraham contradicted his own statements when he said that there were no growth opportunities at his workplace and then saying that he was going to be sent abroad for a project. He mentioned in his resume and even told Gloria that he had done a certificate course in Rational Robot, yet he could not display any knowledge of that software.

Let us learn about ‘Employee Selection Process’ in detail. Introduction Hence, you can understand that ‘selection’ is a key element in any organization to get the right man on the right job. Moreover, the interviewer’s experience and skills go a long way in selecting genuine, honest and talented individuals for the job. Let us learn about ‘Employee Selection Process’ in detail.

Employee Selection Process Employee Selection is the process of putting the right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems.

Selection Process Preliminary Interview Selection Tests Employment Interview Reference & Background Evaluation Employment Contract Job Offer Medical Examination Selection Decision

Checklist for Attracting the Right Employees Make sure your organization is a great place to work. Part of doing that is having innovative recruiting processes Evaluate you recruiting methods to see if you are getting the results you want In convincing the best people to join your organization, benefits that are consistent with employees needs are important, but not the most important concern

Roll your mouse over the icon, to learn more. Resumes vs. Applications The given image shows a comparison of the pros and cons of resumes versus application. Applications Resumes Open ended; promotes creativity Applicants can emphasize important things Less expensive and easier to solicit Straight forward Structured Limits embellishment Easier to evaluate Pros Close ended – limited creativity More expensive to develop and distribute Allows applicants to omit information Fosters embellishment Harder to evaluate Cons Roll your mouse over the icon, to learn more.

Preliminary Interviews Preliminary Interviews are used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic background, family background, competencies and interests of the candidate are examined during the preliminary interview. Preliminary interviews are less formalized and planned than the final interviews.

Checking training needs Job-relevant Elements to Be Checked Checking references This involves talking with people who are familiar with candidate’s work history and asking appropriate questions Checking credentials Verifying educational degrees, certification, and licenses Checking training needs Knowing a candidate’s strengths and weaknesses before you hire him or her

Pre-interview Preparation Managing Interview Process Develop Good Interview Skills 1 Pre-interview Preparation 2 Managing Interview Process Conducting & Conducting an interview is a core responsibility of every recruiter. It is important to bear in mind that a successful interview depends on characteristics of both the interviewer and the candidate. There are two parts to conducting a successful interview: Let’s look at each in detail.

What is Motivational Fit? The level of alignment or agreement between what a person expects or wishes to receive from a job and what the job can actually offer. These factors can include aspects of the work itself or characteristics associated with the work

Frowning Frowning Frowning Raised Eyebrows Looking Away Smiling Compressing the Lips Frowning Touching the Hand to Face Leaning Back in Chair Frowning Frowning: This shows that the candidate is finding it hard to concentrate or has a lack of clarity regarding the subject being discussed.

Real Life Example 95% 20% Success Success Rate Rate It has been noticed by the management that the candidates short-listed by Hazel for interviews get selected with about 95% success rate. On the other hand, the candidates short-listed by David get selected with about 20% success rate.

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