1. SELECTION Prepared by: Omid Sabah

2. Objectives : By the end of this chapter you will be able to:  Introduction to Selection  What is selection process  Describe the steps in selection process

3. What is Selection? Selection: The process of making a “hire” or “no hire” decision regarding each applicant for a job. OR Picking from the applicant pool

4. What is selection (Cont’) Selection is also the process of choosing qualified individuals who are available to fill position in organization, and it involves making judgment not about the applicant, but about the fit between this person and this job Example: Judgment does not mean that we are talking about the hair, color, and style of a person and to create fit / match mean that the ability of a person which is more close to job description and specification

5. Basic Selection Criteria The basic selection criteria is as follow:  Education  Competencies  Experience  Skills and Abilities

6. Steps in the Selection Process The selection process is made of several steps. 1=Initial Screening: 2=Completing the application form: 3=Employment Tests: 4=Comprehensive Interview: 5=Background Investigation: 6=Conditional Job Offer: 7=Medical or Physical Examination: 8=The permanent job offer:

7. Steps in the Selection Process After recruiting process we have the file of candidates CVs, records, and information. Following are the effective process which selection can take place: 1: Initial Screening: The first step in the selection process it means that we have to separate qualified candidates from the unqualified one otherwise it will waste your time, resources, and energy. Example: we can eliminate some of these respondents based on the job description and job specification. 2: Completing the Application Form: This is a company's specific employment form used to generate specific information the company wants and this form should be work related. Example: This form may only require applicants: name, education, work experience, work skill, nationality, age, and references and last point is that application require a signature attesting to the truthfulness of information

8. Steps in the Selection Process (Cont’) 3: Employment Test: Although selection process is highly dependent on ability, interest, intelligence, performance test, work sample, personality test and honesty test have been used in attempts to learn more about the candidate and his or her capacity level. It is estimated that more than 60 percent of all organizations use some type of employment test today. Basic Testing Concept: Test should be Standardized means (The pattern should be from the organization and valid means (Does this test measure what it is supposed to measure For Example: You want to know someone English power so, you should take IELTS you cannot take driving test)

9. Types of Employment Test: Designing of such test is difficult job and it is not necessary that we should go for all types of test in organizations. 1:General Intelligence Test 2:Honesty Test, how to check this? (Ask blunt question, Listen and leave him to talk, check all references, test for drugs, and ask for credit checks). 3:Performance Simulation (model) Test, The just set you in a real condition and they take sample that how accurate you are or that’s work sampling Steps in the Selection Process (Cont’)

10. 4: Comprehensive Interview: A selection device in which in- depth information's about the applicant can be obtained.  Here multiple people, HR managers, supervisors, colleagues will be set  Question must be job related Types of Interview:  Unstructured Interview (Non-directive with no standard pattern)  Structured Interview (Directive with standard pattern)  Mix Approach (In some organization they use it)

11. Steps in the Selection Process (Cont’) Methods of Interviewing: 1: One 2 one Interview (Specially this kind of interview is taken place for senior positions) 2: Board Interview: (standard format of people like: Psychologists, experts of different fields, and technical people) 2: Stress Interview: (sometimes you put people in stress they want to see you that how you perform in stress type of condition)

12. Methods of Interviewing There are various types of methods for interviewing:  One to One Interview: you can have this can kind of interview specially for senior position or top management.  Group Interview: This is another method of interviewing people in wide range of group.  Board Interview: Collection of technical, psychological, and other experts in the field which you hire the person.  Stress Interview: Sometime you put people in stress and the interviewer just want to see how you are performing under stress.  Videotaped Interview (Through Webcam)  Computer Interview Note: In interview usually relevant questions are asked by the interviewer from the interviewee

13. Steps in the Selection Process (Cont’) Effective Interviews: Do (Ask): 1: Ask Open Questions (Give option to him to speak openly) 2: Ask job related Questions 3: Open Interview (Well come him or her For Example, ask them that tell us something about your self this will increase his confidence level that you start with nice words) 4: Ask positive Questions (Encourage them)

14. Steps in the Selection Process (Cont’) Don't’ (Ask): 1: Close Questions 2: Personal Questions 3: Don’t be Talkative (Give chance to others) 4: Don’t ask more than one question in time Common Mistakes in Interview: 1: Snap Judgment (Quick Decisions) 2: Not knowing job (most of the interviewers they don’t know the job) 3: Pressure to hire (should I hire x person or y)

15. 5=Background Investigation The process of verifying information's provided by the applicant in the application form. These include…. 1=Contacting former employer to confirm the candidate’s work record. 2=Verification of educational documents. 3=Contact References 4=Verify Education For Example: some candidates are not honest Note: Try to be careful in this stage because he or she will join your organization and off course they should honest and trustful

16. 6=Conditional Job Offer What the conditional offer implies is that if everything checks out okay…..passing a certain medical and physical examination. If everything is fine so, logically you should give him job offer and this is usually is made by HR  7=Medical & Physical Examination: An examination indicating an applicant is physically fit for essential job performance. Such as “Drug Test”. If any applicant is found to be drug addicted will result in immediate rejection.

17. Step 8: Permanent Job Offer This is the final stage of selection process we will offer the permanent (lasting, stable) position to a person at this stage. Now, it differs from organization to organization some give Probationary period during this time For Example: If in 2, 4, or 5 months your work is not satisfactory so, must leave

18. THE END THANKS