1. Effective Selection By Prof. Shankar Bhusari

2. Objective of Selection Interview Matching the “skills” with “what is written in “CV”.skillsCV Understanding bad selections. Alignment with requirements of firm hiring. Competency in selections. Managing personal accountability. Understanding competency in applicant. Practicing competency in yourself and recognizing competencies of applicant. Post-Appointment Evaluation. Potential identification.

3. What is bad selection? If your source of procurement of candidate is poor. Inadequate screening of application. Failure to prepare job related questionnaire. No focus on body language. Inattentive listening – ignorance about what is said (not said). Halo effect in evaluation – Positive judgment of many unknown qualities on the basis of one known quality. Halo effect Recognizing candidates “similar to me” by interviewer.similar to me First impression of the candidate. Candidate known to you or unknown to you. Leniency error – Taking interviewing lightly. Poor utilization of second opinion. Result: The selected candidate will leave soon or he/she will be underperformer.

4. Cost of bad selection Cost of time spent by organization & selectors Cost of induction of the selected candidates Salary paid at least for 3 months. De-motivation cost of other employees. Cost of loosing the customers. Cost of rumors spread by unselected (but competent) interviewee. Cost of rumors spread by candidates failed to perform “on the job” Outcome: Loss of name and fame.Loss of name

5. Analogy of recruitment & Selection Recruitment is the process of identifying and hiring best and suitable candidate matching with vacant job positions in the firm. Selection is process of advertising, calling, short- listing, calling for interview, conduction of test followed by group discussion or (and) interview, actual selection, due diligence & verification and finally sending offer to the candidate. Analogy: Selection is most important step of recruitment process.

6. Assignment 1 In order to make selection effective. Let understand what you know and what you don’t know? (Read the assignment carefully till further instruction) There are ten questions. You have to write your answers as suggested. (While writing answer distinguish between thinking, emotion & behavior.) All answers are your own. It will be retain by you. At the end of session you have to compare your answers with your improved knowledge & skills.

7. Role of Competency in Selection Competency (YOGYATA) is defined as set of behaviors that is displayed to deliver excellence performance with in the role played by a person. Competencies in selection process are set of traits & characteristics of interviewee which are displayed by him while giving interview to interviewer. Message: You as an interviewer must be trained to understand those competencies and able to ask simple questions so that interviewee will get opportunity to exhibit it in his / her behavior.

8. Exhibition of your competencies Game 1 Let us play a small game, Arrange your pair with least known person in this team. The moment you form the pair, take any one of following number for your pair. 10, 20, 30, 40, 50, 60, 70, 80, 90, 00 This is the name of your pair. Please, at least one pair must come ahead on own. Decide, who will be interviewee. Other person in pair will take interview of interviewee. Interviewer will get 5 minutes to design questions to be asked in interview. Remember, you are taking interview for the position of “Sales Man”

9. The meaning of Competencies & Abilities Competencies can be learned by appropriate training. It can be acquired through experiences. But very much useful in sales job. Person lacking of competencies may be underperformer and always liability to the firm. Abilities are special trait of candidate which are difficult to change over long period of time. Abilities are mostly driven by genetic orientation, learned during specific age and difficult to improve over short period of 9-10 months.

10. What are the Abilities & Competencies to be checked? ABILITIES (watch video) A. Focus Thinking C. Abstract Reasoning E. Motivation to work G. Managing conflict I. Problem solving I. Problem solving Decision making Emotional Stability Analytical Reasoning Analogy Personal Creativity COMPETENCIES (watch clips) Initiative & Assertiveness Adaptability Commitment Foresight Teamwork B. Oral communication B. Oral communication D. Listening skills F. Persuasive communication F. Persuasive communication H. Managing disagreement H. Managing disagreement J. Conversation control

11. Assignment 2 We are picking 5 characteristics to be judged in selection interview. They are B. Oral communication D. Listening skills F. Persuasive communication H. Managing disagreement J. Conversation control You have to design questions to be asked to interviewee considering communication plays vital role in determining performance of sales person. The question must be simple, understandable and with the frame of knowledge & skills of the candidate. Expected Outcome: Program participant will learn to ask the questions suitable to judge communication parameters of sales personnel.

12. Exhibition of your competencies Game 2 Let us play the same game again, Arrange your pair with least known person in this team. The moment you form the pair, take any one of following number for your pair. 100, 200, 300, 400, 500, 600, 700, 800, 900, 000 This is the name of your pair. Please, one pair, come ahead. Decide, who will be interviewee. Other person in pair will take interview of interviewee. Interviewer will get 3 minutes to design and rethink on questions to be asked in interview. Remember, you are taking interview for the position of “Sales Executive”

13. Activities for competencies Asking questions alone does not complete interview. Some parameter of competencies are different and demands various activities to be played by interviewee so that the interviewer can take judgment of level of presence of competency parameter. Those competency parameters are, Oral communication – Ask interviewee to tell about one bad experience in previous firm. Listening skills - Tell interviewee to listen carefully and tell the short story of good experience you have in your present firm. Persuasive communication – Ask interviewee to sit at your place and questioned you. Managing disagreement – Give some situation in which you will disagree with interviewee and tell to bring you on agreement. Conversation control – Give a situation in which customer is highly demanding. Ask interviewee about his statement in reply to demanding customer. Teamwork – Ask interviewee to sacrifice for his team goal.

14. Activities 1 We will understand these competencies by giving different situation to interviewee. (Tell related skills) Situation 1: Customer tell you that 10% discount was offered to his relative. He is seeking same discount from you. (Apply PC) Situation 2: Customer know the cost of part, which your firm is selling at higher price. (Apply LS) Situation 3: Customer is having full technical knowledge. He is investigating more from you. (Apply CC) Situation 4: Customer is not ready to agree on what you said. He is blaming you as liar, fake and fraudulent. (Apply MD) Situation 5: Customer is asking you question after question. (Apply OC) Expected Outcome: You are trained to give various situation to interviewee and judge the level of competencies. And compare characteristics of all interviewee, take true judgment and finalize better and suitable candidate.

15. Activities 2 Write down some situation which you encounter on day to day basis. Situations which are related to learned five competencies. Discuss each situation. Evaluate its related parameter. Identify judgmental inference. Expected Outcome: You will understand to give various situation to interviewee and judge his or her level of competency. Interviewees can be then compared to finalize best and suitable employee.

16. Thank You