Team 7 Emily Abraham-Linesch Law Pei Pei Nik Ily Diyana SELECTION TECHNIQUES Team 7 Emily Abraham-Linesch Law Pei Pei Nik Ily Diyana

Selection process Hiring decision Medical examination Note: an applicant may be rejected after any step in the process Supervisory interview Preliminary selection in HR Dep. Background investigation Employment tests Initial interview in HR Dep. Application Review

Selection Process Application Review

Application Review Review of applications and resumes Put candidates in order of best qualified Select the most appropriate applicants

Selection Process Initial interview in HR department Application Review

Initial interview in HR Department Highly Structured Interview Questions Based on Job Requirements Distinct Types of Questions Sample Good Responses Multiple Raters Consistency Applied Documentation “Fostered by EEO Requirements”

Types of Interview Questions WARM-UP QUESTIONS WORK HISTORY e.g. What special aspects of your work experience have changed in the past 5 years and how does it prepare you for your future jobs? JOB PERFORMANCE e.g. Everyone has strengths & weaknesses as workers. What are your strong points for this job? EDUCATION e.g. How has your education helped you pave your career? How strong is its influence in your chosen career? CAREER GOALS e.g. Where do you see your career headed in 3 years time? SELF-ASSESSMENT e.g. What is your biggest achievement? MOTIVATION e.g. What activity or recognition are you most proud of? WORK STANDARDS e.g. What are your standards of success in your job? LEADERSHIP e.g. How effectively do you handle stressful situations?

Selection Process Employment tests Initial interview in HR Dep. Application Review

Employment tests Perform psychological and honesty tests Teamwork ability tests Good predictor of job performance

Selection Process Background investigation Employment tests Initial interview in HR Dep. Application Review

Background investigation Check references and work history Good citizen (criminal record) Reliability of applicant Information will be obtained from: former employers school, college, university officials credit bureaus individuals named as references

Selection Process Preliminary selection in HR Dep. Background investigation Employment tests Initial interview in HR Dep. Application Review

Preliminary Selection in HR Dep. Ranking of applicants based on previous processes Select the best candidates for “second” round

Selection process Supervisory interview Preliminary selection in HR Dep. Background investigation Employment tests Initial interview in HR Dep. Application Review

Supervisory Interview In depth panel interview, behavioral type questions (conducted by closest supervisor, consultant and representative of HR department ) Multiple opinions In depth knowledge about applicants behavior and decision making capabilities

Selection Process Medical examination Supervisory interview Preliminary selection in HR Dep. Background investigation Employment tests Initial interview in HR Dep. Application Review

Medical examination Given to ensure that the health of an applicant is adequate to meet the job requirements Test held by professional medical institution Protection against possible later law suits Can be costly

Selection Process Hiring decision Medical examination Supervisory interview Preliminary selection in HR Dep. Background investigation Employment tests Initial interview in HR Dep. Application Review

Hiring Decision Goal of the whole application process (most important step) Final decision based on all steps of the selection process

Selection Process Tasks: Functional, Country and Regional Managers Positions Application Screening Outsourced Outsourced HQ Initial Interview Employment Tests Background Investigation Preliminary Selection Supervisory Interview Medical Examination Hiring Decision

Selection Process Tasks CEO elected by Executive Board of Directors Facility and Assistant Facility Managers conducted by closest supervisor and representative of HR department

Cost Partnership with global consulting agency Outsourcing selection process reduces personnel needs and expenses in HR department Selection methods are designed to reflect the importance of specific position Opportunity Cost

Validity and Reliability The combination of the different steps in the selection process will assure that each applicant’s characteristics are correctly evaluated Reliability More than one interviewer at supervisory interview Standardization e.g. BP employment test