Selection the Best People Kyaw Nu Trainer of HRM kyawnu2009@gmail.com

Selection “ The process of choosing from a group of applicants those individuals best suited for a particular position and organization”

Significance of Employee Selection Affect the morale of the entire staff, especially team Cost a firm money ( higher for expatriate assignments) Affect the organization’s distinctive advantage Devastate a small companies

Environmental Factors Other HR Functions Legal Considerations Speed of Decision Making Organizational Hierarchy Applicant Pool Type of Organization Probationary Period

Selection Process The Preliminary Interview Review of Applications and Résumés Selection Tests Employment Interviews Reference and Background Checks Selection Decision Medical Examination

Types of Employment Tests Differ in characteristics related to job performance by individuals Relate to : cognitive abilities psychomotor abilities job knowledge work samples vocational interests personality substance abuse testing genetic testing internet testing assessment centers

Employment Interview A goal-oriented conversation in which an interviewer and an applicant supposedly exchange information Endured the preliminary interview and scored satisfactorily on selection tests Need additional information because of mislead appearances Willing to work and adapt to the particular organization

Interview Planning The speed in which the process occurs Physical location– pleasant, private, minimum of interruptions Interviewer– pleasant personality, empathy, the ability to listen, and communicate effectively, familiar with the applicant’s qualifications, develop a job profile

Interview Checklist Compare an applicant’s application and résumés with job requirements Develop questions related to the quality sought Prepare a step-by-step plan to present the position, company, division and department Determine how to ask for examples of past applicant behavior, not what future behavior might be

Content of Interview Occupational experiences Academic achievement Interpersonal skills Personal qualities Organizational fit Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system

Candidate’s Role and Expectations To learn the history of the company and a description of its products and customers To have understanding of the firm’s business priorities, its strengths and weaknesses and competitors To be listened and understood To have ample opportunity to present their qualifications To be treated fairly with respect To gather information about the job and the company To make an informed decision concerning the desirability of the job

Methods of Interviewing One-on-one interview Group interview A meeting in which several job applicants interact in the presence of one or more company representatives Board interview A meeting in which several representatives of a company interview a candidate in one or more sessions Stress interview Internationally creates anxiety to determine how a job applicant will react in certain type of situations

Potential Interviewing Problems Inappropriate Questions Premature Judgments Interviewer Domination Inconsistent Questions Central Tendency Halo Error Contrast Effects Interviewer Bias Lack of Training Behavior Sample Nonverbal Communication

Verification of Information Accuracy Personal reference check Background investigations Polygraph tests Outsourcing investigations Elements to verify Previous employment Education Personal references Criminal history Driving record Civil litigation Workers’ compensation history Credit history Social security no

Reasons to Conduct Background Investigation Negligent hiring Assign a potentially dangerous person to a position At-risk employers Occupational Safety and Health Act’s role (OSHA) Double jeopardy Due diligence required

Induction Training Induction is the process whereby a person is formally introduced and integrated into an organization or system The purpose of Induction To help new recruits to find their bearing To begin to socialize recruits into the culture and norm To support recruits in beginning performance To identify on-going training and development needs To avoid initial problems at the induction crisis

The Process of Induction Step 1- Pinpoint the areas that the recruit will have to learn to start the job Step 2- Introduce the recruit to the work premises and facilities Step 3- Briefing by the HR manager on relevant policies and procedures Step 4- Introduce the recruit to key people in the office including a mentor Step 5- Introduce work procedures Step 6- Plan and implement an appropriate training program for whatever the recruit is needed Step 7- Monitor initial progress as demonstrated by performance, as reported by the recruits’ mentor and by the recruit himself