1. Selection

2. Selection Learning Objectives
Explain the Selection Process
Identify Sources of Information
Explain Value of Selection Instruments
Discuss Approaches to Interviewing
Describe Selection Decision Strategies

3. Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings.

4. Criteria for Selection

5. Process for Selection 1. Preliminary Interview 2. Selection Tests
3.  Employment Interview
4.  Reference & Background Checks
5.  Selection Decision
6.  Physical Examination
7.  Job Offer
8.  Final Selection

6. Advertisement and Application (Blank Format)

8. Selection Tools (Evaluation)
Application Forms and/or Resumes
Academic Credentials
Interview
Tests
References

9. Sources of Information About Job Candidates
Application Forms
Biographical information Blanks
Interviews
Tests
Background Investigations
Polygraph
Honesty Tests
Medical Examination/Drug Screens
References and Credit Checks

10. Interviewing

11. Interview definition, a formal meeting in which one or more persons question, consult, or evaluate another person: a job interview. See more.

12. Interviewing Methods Non-directive Interviews (Candidate Leads)
In-Depth (Lengthy by Professionals)
Patterned
Structured
Situational
Behavioral
Case

13. The Non-Directive Interview
Candidates Leads
Information, Attitude, Feelings, Flow
Tell you more than can ask
Manager/Executive Level Job

14. Nondirective Interview
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks.

15. The In-Depth Interview
Non-directive Elements
Follow-up with Depth Questions
Focus on Feelings, Attitudes, Judgments
Probing Selected Factors: Why/Judgments/Decisions
Focus on Problems – Create Stress
Career Progress Potential Assessment; Not just job.

16. The Pattern Interview Detailed Questions in Targeted Dimensions
Follow a Form: For Comparisons
High Validity and Reliability
Separate Facts from Inferences
Requires Great Interviewer Training
Creates a Consistent Flow of Info

17. Structured Interview
An interview in which a set of standardized questions having an established set of answers is used.
Same interview for all candidates.

18. The Highly Structured Interview
Questions Based on Job Requirements
Distinct Types of Questions
Sample Good Responses
Multiple Raters
Consistency Applied
Documentation
“Fostered by EEO Requirements”

19. Types of Questions Situational Questions (Reality Focus)
Job Knowledge Questions (Capability)
Simulation Questions (Results Focus)
Requirements of Job (Qualifications)
Behavioral Questions (Motivations)

20. Advantages of Patterned and Structured Interviews
Decision Making Facts
Eliminates Discrimination
Less Legal Liability
Reliable and Valid
Drives through Info Collection

21. Situational Interview
An interview in which an application given a hypothetical incident and asked how he or she would respond to it.
Actions
And
Behaviors

22. Behavioral Based Interview (BBI)
An interview in which an applicant is asked questions about what he or she actually did in a given situation.
“Past Predicts Future”

23. EMPLOYERS SHOULD CONSIDER “CAN-DO” AND “WILL-DO” FACTORS IN SELECTING PEOPLE
“CAN-DO” FACTORS
Knowledge
Skills
Aptitudes
“WILL-DO” FACTORS
Motivation
Interests
Personality characteristics
JOB PERFORMANCE X =

24. Panel Interview
An interview in which a board of interviewers questions and observes a single candidate.

25. Panel Evaluations
Summation of several interviewers evaluations in different interviews.

26. Types of Questions to Use
Open Ended Questions
Hypothetical Case Questions
Past Behavioral Inquiries
Why-Where-Who-How-What
Probing into Background
Stress and Pressure Inducing

27. Types of Questions to Avoid
YES/NO Response
CONTENT/SKILLS if already apparent
Illegal Questions
Non-relevant Questions

28. Questions to Avoid For Legal Reasons (Direct or Implied)
Race
Color
Age
Religion
Gender
National Origin
Marital Status
“Based on USA laws”

29. Sticky Legal Questions
Inappropriate Questions
More Appropriate Questions
Do you have any physical defects?
Do you have any physical disabilities or impediments which might in any way hinder your ability to perform the job for which you have applied?
Have you had any recent or past illness or operation?
Have you had any recent or past illness or operations which might, in any way, hinder your ability to perform the job for which you have applied?
What was the date of your last physical exam?
Are you willing to take a physical exam at our expense if the nature of the job requires one?

30. Sticky Legal Questions
Inappropriate Questions
More Appropriate Questions
Are you a U.S. citizen?
Do you have the legal right to live and work in the U.S.?
Date of birth?
Are you over 18?
Age?

31. Sticky Legal Questions
Inappropriate Questions
More Appropriate Questions
What are you hobbies? Interests?
Do you have any hobbies or interests which have a direct bearing on the job you are seeking?
Have you ever been arrested for a misdemeanor or felony?
Have you since the age of 18, ever been convicted of a misdemeanor or felony? (Note: A conviction will not necessarily bar you from employment. Each conviction will be judged on its own merits with respect to time, circumstances, and seriousness.)
Dates attended high school? Or college?
Did you complete high school? College?
In what extracurricular activities did you participate? Clubs?
While in school, did you participate in any activities, or belong to any clubs, which have a direct bearing upon the job for which you are applying?

32. Sticky Legal Questions
Inappropriate Questions
More Appropriate Questions
College subjects of interest?
While in college, did you take any courses that directly relate to the job for which you are applying?
What salary earnings do you expect?
If you are employed, are you willing to accept the prevailing wage for the job you are seeking?
Memberships (with or without EEO disclaimer)?
Have you ever belonged to a club, organization, society, or professional group which has a direct bearing upon your qualification for the job which you are seeking?

33. Guidelines for Employment Interviews
Establish the objectives and scope of each interview.
Establish and maintain rapport.
Be an active listener.
Pay attention to body language.
Provide information as freely and honestly as possible.
Use questions effectively.
Separate facts from inferences.
Recognize biases and stereotypes.
Avoid the influence of “beautyism.”
Avoid the halo error.
Control the course of the interview.
Standardize the types of questions asked.
Keep careful notes.
End interview effectively.

34. Factors Influencing Interview Results
APPLICANT
Age, race, sex, etc.
Physical appearance
Educational and work background
Job interests and career plans
Psychological characteristics: attitude, intelligence, motivation, etc.
Experience and training as interviewee
Perceptions regarding interviewer, job, company, etc.
Verbal and nonverbal behavior
SITUATION
Political/legal environment
Marketplace
organization
Role of interview in selection system
Selection ratio
Physical setting: comfort, privacy, number of interviewers
Interview structure
INTERVIEWER
Age, race, sex, etc.
Physical appearance
Psychological characteristics: attitude, intelligence, motivation, etc.
Experience and training as interviewer
Perceptions of job requirements
Prior knowledge of applicant
Goals for interview
Verbal and nonverbal behavior
Employment Interview
Interview Outcome and Decision Result

35. Employment Tests Objective Norm Group Comparison Job Related
Designed to Evaluate Applicant’s:
Values
Interests
Personal Characteristics (Personality/Attitudes)
Skills (KSAs)

36. Classification of Personnel Tests

37. Assessment Tests on the Web
BPO Home Page

38. Values Tests Measure a persons beliefs and motivations
Examples: Ethics, honesty, work ethics, money, power, etc.

39. Interests Tests Measure a person’s interests in various activities
Examples: Hobbies, enjoyments, dislikes, etc.

40. Aptitude Tests
Measure of a person’s capacity to learn or acquire skills.

41. Achievement Tests
Measures what a person knows or can do right now.

42. Personality Tests Measures the type of personality characteristics.
Examples: Assertiveness, extroversion, organization, decisiveness, etc.

43. EXAMPLE OF JOBS FOR WHICH USED
Highlights in HRM
TYPES OF STANDARDIZED TESTS COMMERCIALLY AVAILABLE FOR USE IN PERSONNEL TESTING
TYPE OF TEST
WHAT IS MEASURED
EXAMPLE OF JOBS FOR WHICH USED
General mental ability
Academic intelligence or Scholastic aptitude
Managerial or executive jobs; technical and clerical jobs.
Multiaptitude
Several different aptitude areas such as verbal, numerical, spatial, and mechanical comprehension.
Wide variety of jobs from executive to unskilled.
Dexterity
Finger dexterity, tweezer dexterity, assembly.
Watch repairers, precision electronic assemblers, telephone installers.
Clerical aptitude
Verbal aptitude, numerical aptitude, perceptual speed.
Clerical jobs, inspectors, checkers, packers.
CONTINUED . . .

44. EXAMPLE OF JOBS FOR WHICH USED
Highlights in HRM
TYPES OF STANDARDIZED TESTS COMMERCIALLY AVAILABLE FOR USE IN PERSONNEL TESTING
TYPE OF TEST
WHAT IS MEASURED
EXAMPLE OF JOBS FOR WHICH USED
Mechanical aptitude
Mechanical comprehension, spatial relationships.
Variety of engineering and mechanical jobs.
Personality
Range of personality characteristics including emotional adjustment, self-confidence, and perseverance.
Salespersons, managers, and supervisors.
Supervisory and managerial abilities
Attitudes and perceptions, administrative skills, decision-making abilities.
Managerial and supervisory jobs.
Interest inventories
Major interest areas such as scientific, literary, investigative, and computational.
Career planning.

45. Selection Ratio
The number of applicants compared with the number of persons hired.

46. Evaluation Forms
There are several different evaluation forms on the web.
Copy/scan forms.

47. Evaluation Forms
Essential to comparing job candidates and recording impressions.
“Paper and Online”

48. Relationship of Selection to Other HRM Functions

49. Employment Applications
Application for Employment
P&G Management Application
Marathon Employment Application
Enterprise Rent-A-Car
BPAmoco Application
May Co. Application

50. Resume and Cover Letter Tips
Handbook for Resume and Cover Letters
Sample Cover Letter
Formatting Tips
Action Verbs
Accomplishment Statements

51. Evaluation Forms Eddie Bauer Interview Guide
I.U. Interview Evaluation Form
Candidate Keyword Evaluation Form
Selection Summary
Powell’s Trait Checklist
 Targeted Selection Form

55. World Wide Web

63. Effective Interviewing Techniques

64. Selection Hurdles and Ways to Overcome Them