Human Resource Management Lecture 8 MGT 350

Last Lecture Recruiting Sources –Internal Searches –Employee Referrals/Recommendations –External Searches –Alternatives Meeting the Organization 2

Topic EMPLOYEE SELECTION

The process of carefully screening the applicants to select/hire the best one(s). Employee selection is the process of matching people and jobs.

The Selection Process The selection process typically consists of eight steps: 1.initial screening interview 2.completion of the application form 3.employment tests 4.comprehensive interview 5.background investigation 6.conditional job offer 7.medical/physical exam 8.permanent job offer

The Selection Process Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Selection Process Initial Screening –Involves screening of inquiries and screening interviews. –Job description information is shared along with a salary range.

The Selection Process Completing the Application Form: Key Issues –Gives a job-performance-related synopsis of what applicants have been doing, their skills and accomplishments.

The Selection Process Completing the Application Form: Key Issues Legal considerations –Omit items which are not job-related; e.g., sex, religion, age, national origin, race, color, and disability. –Includes statement giving employer the right to dismiss an employee for falsifying information. –Asks for permission to check work references. –Typically includes “employment-at-will” statement.

The Selection Process Weighted application forms –Individual items of information are validated against performance and turnover measures and given appropriate weights. –Data must be collected for each job to determine how well a particular item (e.g., years of schooling, tenure on last job) predicts success on target job.

The Selection Process Completing the Application Form: Key Issues Successful applications –Information collected on application forms can be highly predictive of successful job performance. –Forms must be validated and continuously reviewed and updated. –Data should be verified through background investigations.

The Selection Process Employment Tests Estimates say 60% of all organizations use some type of employment tests. –Performance simulation tests: requires the applicant to engage in specific job behaviors necessary for doing the job successfully. –Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills.

The Selection Process Employment Tests –Assessment centers: A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills. –Testing in a global arena: Selection practices must be adapted to cultures and regulations of host country.

The Selection Process Comprehensive Interviews: Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests. They are a universal selection tool.

The Selection Process Comprehensive Interviews: Interview Effectiveness –Interviews are the most widely used selection tool. –Often are expensive, inefficient, and not job- related. –Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order.

The Selection Process Comprehensive Interviews: Interview Effectiveness –Impression management, or the applicant’s desire to project the “right” image, may skew the interview results. –Interviewers have short and inaccurate memories: note-taking and videotaping may help.

The Selection Process Comprehensive Interviews: Interview Effectiveness –Structured interviews use fixed questions designed to assess specific job-related attributes –More reliable and valid than unstructured ones. –Best for determining organizational fit, motivation and interpersonal skills. –Especially useful for high-turnover jobs and less routine ones.

The Selection Process Comprehensive Interviews: Behavioral Interviews –Candidates are observed not only for what they say, but how they behave. –Role playing is often used.

The Selection Process Comprehensive Interviews: Realistic Job Preview –RJP’s present unfavorable as well as favorable information about the job to applicants. –May include brochures, films, tours, work sampling, or verbal statements that realistically portray the job. –RJP’s reduce turnover without lowering acceptance rates.

Summary The selection process 1.initial screening interview 2.completion of the application form 3.employment tests 4.comprehensive interview 5.background investigation 6.conditional job offer 7.medical/physical exam 8.permanent job offer RJP