SELECTION PROCESS

SELECTION Definition “Selection process is the process of hiring which consist of go no go gauges’’ because of which it is also known as ‘ Successive Hurdle Technique ’.Candidates who qualify the hurdle can go to the next stage and those who do not are dropped out. – Dale Yoder

PROCESS OF PICKING INDIVIDUALS (OUT OF POOL OF JOB APPLICANTS) WITH REQUISITE QUALIFICATION AND COMPETENCE TO FILL JOB IN THE ORGANISATION “IT IS THE PROCESS OF DIFFERENTIATING BETWEEN APPLICANTS IN ORDER TO IDENTIFY (AND HIRE) THOSE WITH A GREATER LIKELIHOOD OF SUCCESS IN A JOB”

Selection has the same aims as recruitment, to get the: right person in the right place at the right time Selection focuses on: Making sure we get exactly what we are looking for The need to measure aspects on the person specification Identifying the most suitable applicants Ensuring the individual matches the minimum specification to do the job adequately

Steps in Selection Process Job Analysis. Recruitment. Application Form. Written Examination. Preliminary Interview Group Discussion. Test - Intelligence test. - Aptitude test. - Interest test and Personality test. - Situational test. - Judgement test.

8) Final Interview 9) Medical Examination 10) Reference Checks 11) Final decision by the Line Manager. 12) Employment.

Selection: Costs Organizations have become increasingly aware of making good selection decisions, since it involves a number of costs: The cost of the selection process itself, including the use of various selection instruments The future costs of inducting and training new staff The cost of labour turnover if the selected staff are not retained

TESTS Aptitude Test These test measure whether an individual has the capacity to learn a given job. Intelligent test Mechanical test Psycho-motor test / Skill test Clerical aptitude test

Achievement Test These test are conducted when applicants claim to know something ,as these test are concerned with what one has accomplished. Job Knowledge Test Work Sample Test

This test evaluates a candidate in a similar real life situation. Situational Test This test evaluates a candidate in a similar real life situation. (to solve critical situations of the job) Group Discussions In Basket Interest Test These tests are the inventories of the likes and dislikes of a candidate in relation to work, job, occupational hobbies and recreational activities.

Personality Test These tests probe deeply to discover clues to an individual’s value system, his emotional reactions , maturity and characteristic moods. Objective test Projective test

WHY TEST ? PROVIDES OBJECTIVITY (NO BIAS) ENSURES FAIRNESS (SAME QUESTIONS SAVING IN COST AND TIME PROVIDES UNIFORM BASIS FOR COMPARISON GIVES ADDITIONAL INFORMATION INCREASES PROBABILITY OF SUCCESSFUL SELECTION REDUCES TRAINING WASTES

Reliability / Validity – Extent to which results can be replicated – Use of same method achieves same results – Would the same decision be made next week? Validity: – Results are accurate e.g. predict performance. – The method measures what we think they measure – Is it true?

INTERVIEWS A Selection interview is designed to assess job-related knowledge, skill, and abilities (KSAs) and clarify information from other sources.

Key Skills for Interviewing Questioning Skills Rapport building Listening Skills Continuity – linking the interview together Keeping control – too little or much talking by the interviewee Note taking

Practical Skills – NVCs Albert Mehrabian (1971) established this classic statistic for the effectiveness of spoken communications: 7% of meaning is in the words that are spoken 38%of meaning is the way that the words are said 55% of meaning is in facial expression (Body Language)

Preliminary Interview Informal interview Unstructured interview Core Interview Background information interview Job and probing interview Stress interview Group discussion interview Formal and structured interview Panel interview Depth interview

INTERVIEW AIDS Keep control over the interview Record key information as it is supplied Personalize the tested questions Always get exact dates of qualification/employment Check inconsistencies carefully Take enough time to conduct a thorough interview Talk less, listen more Avoid leading questions or giving preferred interview answers

Time to Think – Active Listening Nancy Kline (1999) Ask the question ? Provide a supportive environment for thinking do this by Limiting yourself to sounds of support - don’t interrupt the thinking process Be aware of the impact you are having – don’t frown Tolerate ‘thinking silences’ If the person dries up, ask “Do you have any other ideas/thoughts/observations on this issue?”

GROUP DISCUSSION IT IS A METHOD WHERE GROUPS OF JOB APPLICANTS ARE BROUGHT TOGETHER AND THEY ARE GIVEN A SUBJECT FOR DISCUSSION. IT IS FOR THE GROUP TO ANALYSE, DISCUSS, FIND SOLUTIONS AND ARTICULATE THEIR VIEWS AND THEY ARE OBSERVED BY A PANEL