1. Saterdag - SU 5 Selection
STUDY UNIT 5 Selection
Chapter 9
Page
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2. Saterdag - SU 5 Selection
OBJECTIVES
1. Explain the internal and external factors that influence the selection decision.
2. Construct a competency model for carrying out the selection process in a specific company.
Saterdag - SU 5 Selection

3. Saterdag - SU 5 Selection
OBJECTIVES
3. Conduct a structured employment interview.
4. Make decisions on the types of selection tests to be used.
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4. Saterdag - SU 5 Selection
1. Explain the internal and external factors that influence the selection decision.
See Page 239
Paragraph 9.2
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5. Saterdag - SU 5 Selection
TABLE 9.1
External factors
Legislation
Community
Political stability
Cultural background
The labour market
Geographic location
Internal factors
Size of organisation
Motivation/interest
Job environment
Organisational culture
Type of organisation
Organisational objectives
Speed of decision-making
Applicant pool
Selection methods.
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6. Summary of factors influencing selection (Page 241)
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7. Saterdag - SU 5 Selection
2. Construct a competency model for carrying out the selection process in a specific company.
See page 242
Figure 9.2
Study as is
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8. Saterdag - SU 5 Selection

9. Steps in the selection process (p243)
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10. Initial screening (Question 2 cont)
Page (page 242)
Preliminary screening interview
Criteria for elimination from pool.
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11. Standard application form (p243)
Screening tool
Routine information:
Personal and biographical data
Education
Work experience
Health issues
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12. Standard application form (cont)
Compliance with EEA, LRA, and BCEA
Red flags
Time gaps in employment
Vague reasons for leaving previous jobs
All employers listed out of business.
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13. 3. Conduct a structured employment interview
Employment interviewing (P244)
Traditional vs. competence-based
Structured interview
Semi-structured
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14. Employment interviewing (P244)
Unstructured interview
Stress interview
Group interview
Panel interview.
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15. Common interviewing mistakes (P246)
Jumping to conclusions
Not obtaining relevant information
Making an appointment under pressure
Rating candidates in order of interviews
Distortion due to comparison
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16. Common interviewing mistakes (cont)
Rating hard to get interviewees higher
Being influenced by nonverbal behaviour
Helping the interviewee formulate an answer
Talking too much or too little
Playing psychologist
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17. Common interviewing mistakes (cont)
Being influenced by physical appearance
Allowing obesity to influence rating
Shifting opinion from positive to negative.
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18. Saterdag - SU 5 Selection
4. Make decisions on the types of selection tests to be used (Page 248 – 9.3.4)
Employment tests
Regulated by government and professional bodies
Administered by registered psychologists, psychometrics and psycho technicians
Value influenced by validity and reliability
Subjected to provisions in EEA
Short-term operational versus long-term strategic tests.
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19. Saterdag - SU 5 Selection

20. Reference checks (selection process continued)
(Page )
To verify accuracy of information provided
To uncover damaging background information.
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21. Reasons for medical checks (p 249)
To ensure applicant qualifies
for the physical requirements of job
To discover medical limitations
To establish a record and baseline of applicant’s health
To prevent absenteeism and accidents
To detect communicable diseases.
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22. Offer of employment and appointment
See Page
Verbally
Backed up with written offer
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23. Saterdag - SU 5 Selection
THE END !!!
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