1 / 36

Topic 5

Topic 5. SELECTING & TESTING . Selection . The selection process is a series of specific steps used to decide which recruits should be hired . The process begins when recruits apply for employment and ends with the hiring decision. Recruitment vs. Selection.

gada
Download Presentation

Topic 5

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Topic 5 SELECTING & TESTING

  2. Selection • The selection process is a series of specific steps used to decide which recruits should be hired. • The process begins when recruits apply for employment and ends with the hiring decision.

  3. Recruitment vs. Selection RECRUITMENT SELECTION • To attract maximum number To choose best out of the of candidates. available candidates. • It creates application pool It is a rejection process as large as possible. where few are selected. • Techniques are not very Highly specialized techniques intensive. are required. • Outcome is application Outcome is the candidate who pool. is offered job.

  4. Selection Process Initial Screening Employment Test Employment Interview Reference Verification Panel/Supervisory Interview Employment Offer Medical Test Realistic Job Previews Hiring Decision

  5. Steps in the Selection Process • Screening of applications • Employment test • Selection interview • Reference & background checks • Medical evaluation • Supervisory interview • Realistic job preview RJP • Hiring decision

  6. Employment Test • Performance test • Aptitude test • Personality test • Intelligencetest • Medicaltest

  7. Performance Tests • Purpose: to check that candidates have the specific abilities that he/she says he/she has. • E.g. driving tests, keyboarding tests, language tests, computer usage tests, machine usage tests, etc. • Are most helpful for trained & experienced workers.

  8. Aptitude Tests • To discover a person’s potential abilities & talents. • If a person has an innate aptitude, then it can be assumed that with proper training he/she will be able to develop a skill in that particular area. • E.g. accounts clerks need numerical aptitudes, assemblers in a production line need manual dexterity.

  9. Many job specifications will need a person with certain personality traits, e.g. friendly, sociable, cooperative, able to work in a team, etc. • Also called psychology tests. • Most personality tests include a series of questions a candidate must answer in a given time, e.g. “which do you prefer? Routine or constant change?”, or “in a group, do you introduce yourself or wait to be introduced?”

  10. Personality tests may also include projective tests.

  11. But, these type of tests must be interpreted by professional psychologists

  12. Personality tests may also include handwriting tests! The study of handwriting is termed as ‘graphology’

  13. Intelligence tests • Measures the amount of intelligence needed to perform in a given task.

  14. Intelligence tests

  15. Medical tests • To determine whether candidates are fit for the job / task. • To detect diseases, etc. • To obtain a health record. • To reduce absenteeism and accidents if candidate is accepted for the job. • To detect communicable deseases.

  16. Medical tests raise a question… • If an applicant is found to have some illness which may, at future date, threaten his/her ability to perform the assigned work or may increase employer’s medical bills, should the applicant be rejected???

  17. Hiring/ Selection Interviews • The most widely used method of gathering information about candidate.

  18. Selection Interview : Types of Interviews • Unstructured interview • Structured interview • Mixed interview • Behavioral interview • Stress interview

  19. Hiring/ Selection Interviews • Structured Interviews: • Interviews in a proper format • Asked through information gathered from job analysis information

  20. Unstructured Interviews: no predetermined script or protocol • Any thing related or not related to the job • No prescribed format

  21. Behavioral description interviews (BDI): ask participants to relate actual incidents from their past relevant work experience to the job they are applying for. • Think about you past job and tell us a time where you have committed a mistake? What was your response to the mistake? What was the nature of the mistake?

  22. Situational Interviews: encourage applicants to respond to hypothetical situations they may encounter on the job for which they applied. • What if you are in a situation that to achieve your sales target the whole seller are asking for high commission instead of company policy? What will you do under these circumstances?

  23. Stress Interview • A special type of interview designed to create anxiety and put pressure on the applicant to see how the person responds. • In a stress interview, the interviewer assumes an extremely aggressive and insulting posture. • Those who use this approach often justify its use with individual who will encounter high degrees of stress on the job, such as a consumer complaint clerk in a department store or an air traffic controller.

  24. 4. The stress interview is a high-risk approach for an employer. 5. Consequently, an applicant that the organization wishes to hire might turn down the job offer. Even so, many interviewers deliberately put applicants under stress.

  25. Stress interview

  26. Who Conducts Interviews?

  27. Planning the interviews • The HR Manager must plan the timing, venue, and the topics to be discussed. • The timing: • Don’t let candidates to wait for too long. • The setting of interviews must be planned carefully. • The length of interviews must also be planned.

  28. Planning the interviews • The venue: • Must be a quiet place. • Furnitures, etc in the venue must not distract the interviewer / interviewee. • Ensure that all parties involved are comfortable. • The topics for discussion: • The interviewer must have a thorough understanding of the job description and specifications & have read all about the candidates before the interview. • This allows them to prepare questions specifically for each candidate.

  29. Conducting theInterviews • Organizations who want to employ the best people ensure that their interviewers are thoroughly trained & prepared! • An interview checklist must be constructed as a guide through this process.

  30. Interviewer’s checklist

  31. Interviewer’s checklist

  32. Checklist will also include: BEFORE THE INTERVIEW: • Studying the job description and person-specification. • Prepare interview schedule • Study application forms and note areas of discussion • Ensure suitable venues are booked.

  33. Checklist will also include: DURING THE INTERVIEW: • Welcome the applicant • Ask relevant questions • Listen, listen & listen! • Do not argue or critizise • Invite questions • End politely

  34. Conducting the Interviews • Establish rapport – smile, handshake, ‘warm-up’ questions before asking more serious ones • Ask the right questions – to gather as much information about the candidate. E.g. “Tell me about…., “ What’s your opinion on…?”

  35. After the interview • The HR manager will need to compare and shortlist the candidates. • Most applicants will be rejected at this stage. • The candidate at the most top of the list (the most preferred) will be offered the job, while the remaining ones will be kept aside incase the preferred applicant rejects the offer.

More Related