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Selection

Selection The process of choosing individuals who have

relevant qualifications to fill existing or projected job openings.

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Selection Process • Matching Job Specs Against Applicants

• Specs Based to Job Analysis

• Continuous Process from Growth, Retirement, Turnover, Promotion

Selection and Job Analysis • Job Analysis leads to Job Specification

• Job Specs Selection Criteria

• Establish K-S-A

• Match Candidates and Job Criteria

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Steps in the selection process

Completion of Application Form

Initial Interview in HR Department

Employment Tests

Background Investigation

Preliminary Selection in HR Department

Supervisory Interview or Team

Interview

Medical Examination/ Drug

Testing

Hiring Decision

NOTE: Steps may vary. An applicant may be rejected after any step in the process.

Selection Tools (Evaluation) • Application Forms and/or Resumes

• Academic Credentials

• Interview

• Tests

• References

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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

Interview Validity • Reliability (Repeated Results Comparisons)

• Selection Criteria

• Structure Level of the Interview

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Interviewing Methods

• Non-directive Interviews (Candidate Leads)

• In-Depth (Lengthy by Professionals)

• Patterned

• Structured

• Situational

• Behavioral

• Case

The Non-Directive Interview • Candidates Leads

• Information, Attitude, Feelings, Flow

• Tell you more than can ask

• Manager/Executive Level Job

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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.

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.

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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

Structured Interview • An interview in which a set of standardized

questions having an established set of answers is used.

• Same interview for all candidates.

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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”

Types of Questions • Situational Questions (Reality Focus)

• Job Knowledge Questions (Capability)

• Simulation Questions (Results Focus)

• Requirements of Job (Qualifications)

• Behavioral Questions (Motivations)

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Advantages of Patterned and Structured Interviews

• Decision Making Facts

• Eliminates Discrimination

• Less Legal Liability

• Reliable and Valid

• Drives through Info Collection

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

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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”

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 =

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Panel Interview An interview in which a board of interviewers

questions and observes a single candidate.

Panel Evaluations

Summation of several interviewers evaluations in different interviews.

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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

Types of Questions to Avoid • YES/NO Response

• CONTENT/SKILLS if already apparent

• Illegal Questions

• Non-relevant Questions

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Questions to Avoid For Legal Reasons (Direct or Implied)

• Race

• Color

• Age

• Religion

• Gender

• National Origin

• Marital Status

“Based on USA laws”

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?

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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? Are you over 18?

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?

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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?

Guidelines for Employment Interviews

1. Establish the objectives and scope of each interview.

2. Establish and maintain rapport.

3. Be an active listener.

4. Pay attention to body language.

5. Provide information as freely and honestly as possible.

6. Use questions effectively.

7. Separate facts from inferences.

8. Recognize biases and stereotypes.

9. Avoid the influence of “beautyism.”

10. Avoid the halo error.

11. Control the course of the interview.

12. Standardize the types of questions asked.

13. Keep careful notes.

14. End interview effectively.

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Factors Influencing Interview Results 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

SITUATION

• Political/legal

environment

•Marketplace

•organization

• Role of interview in

selection system

•Selection ratio

•Physical setting: comfort,

privacy, number of

interviewers

•Interview structure

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

Employment

Interview

Interview Outcome

and Decision Result

Employment Tests • Objective

• Norm Group Comparison

• Job Related

• Designed to Evaluate Applicant’s:

– Values

– Interests

– Personal Characteristics (Personality/Attitudes)

– Skills (KSAs)

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Classification of Personnel Tests

Assessment Tests on the Web

BPO Home Page

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Values Tests Measure a persons beliefs and motivations

– Examples: Ethics, honesty, work ethics, money, power, etc.

Interests Tests Measure a person’s interests in various

activities

– Examples: Hobbies, enjoyments, dislikes, etc.

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Aptitude Tests Measure of a person’s capacity to learn or

acquire skills.

Achievement Tests Measures what a person knows or can do

right now.

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Personality Tests Measures the type of personality

characteristics.

– Examples: Assertiveness, extroversion, organization, decisiveness, etc.

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 . . .

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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.

Selection Ratio The number of applicants compared with the

number of persons hired.

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Evaluation Forms • There are several different evaluation forms

on the web.

• Copy/scan forms.

Evaluation Forms

Essential to comparing job candidates and recording impressions.

“Paper and Online”

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Relationship of Selection to Other HRM Functions