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Selection Process

The document discusses the selection process for hiring employees. It describes the overall goal of selection as maximizing "hits" or accurate predictions and minimizing "misses" or inaccurate predictions. The key steps in the selection process include preliminary interviews, employment testing for aptitude and skills, background checks, supervisor interviews, and making a final hiring decision. The document emphasizes the importance of reliability, validity, and using valid selection tools that accurately measure applicants' knowledge, skills, abilities, and other factors relevant for the job.

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Sidhant Bhayana
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194 views17 pages

Selection Process

The document discusses the selection process for hiring employees. It describes the overall goal of selection as maximizing "hits" or accurate predictions and minimizing "misses" or inaccurate predictions. The key steps in the selection process include preliminary interviews, employment testing for aptitude and skills, background checks, supervisor interviews, and making a final hiring decision. The document emphasizes the importance of reliability, validity, and using valid selection tools that accurately measure applicants' knowledge, skills, abilities, and other factors relevant for the job.

Uploaded by

Sidhant Bhayana
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Selection Process

Good selection decisions make a difference and so does the bad ones.

Selection: Matching People & Jobs


Selection is the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Overall goal of selection process is to maximize hits & avoid misses. Hits are the accurate predictions and misses are the inaccurate ones.

Goal of Selection: Maximize Hits

Overall responsibility for selection is with HR manager. Those responsible for making decisions should have adequate information upon which to base their decisions. Managers use selection method such as interviews, references, psychological tests and others to measure applicants KSOA against the competencies required for the job. (*KSOA=Knowledge, Skills, Abilities & other factors.)

Selection Process
It is an ongoing process. Turnover inevitably occurs, leaving vacancies to be filled by applicants from inside or outside an organisation. Number of steps in the process. The process steps can be used interchangeably by different organisations.

Hiring Decisions Medical Exam Supervisor/team interview Preliminary Selection in HR Department

Background Investigation
Employment Testing (Aptitude, Achievement) Initial Interview in HR Department

Completion of Application

Reliability
The degree to which interviews, tests and other selection procedures yield comparable data over time and alternative measures. For eg: Unless interviewers judge the capabilities of a group of applicants to be the same today as they did yesterday, their judgments are unreliable.

Validity
The degree to which a test or selection procedure measures a persons attributes. There are three types of validities: Criterion related validity Content validity Construct validity

Criterion Related Validity


The extent to which selection tool predicts, or significantly correlates with, important elements of work behavior. Two types: Concurrent Validity: the extent to which test scores match criterion data obtained at about the same time from current employees. Predictive Validity:-The extent to which applicants test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period.

Cross Validation
A process in which a test or battery of tests is administered to a different sample for the purpose of verifying the results obtained from the originally obtained validation study.

Content Validity
The extent to which a selection instrument such as test, adequately samples the knowledge and skills needed to perform a particular job.

Construct Validity
The extent to which a selection tool measures a theoretical construct or trait.

TEST
An employment test is an objective and standardized measure of a sample of behavior that is used to gauge a persons knowledge(KSAOs). The test actually measures the knowledge, skills & abilities to do a job successfully. Classification of tests: Aptitude & Achievement.

Classification
Aptitude Test: measures a persons capacity to learn or acquire skills. Achievement Test: measure what a person knows or can do right now.

Cognitive Ability Test


Measures mental capabilities such as general intelligence, verbal fluency, numerical ability and ,reasoning ability. Like SAT, GMAT. Cognitive ability test can be developed to measure very specialized areas such as reading comprehension and spatial relations, many experts believe that the ability tests simply reflect their connection to general intelligence.

Personality and Interest Inventories


Measures disposition and temperament. Big five factors:Extroversion Agreeableness Conscientiousness Neuroticism Openness to Experience

Job Knowledge Test


Measure a persons level of understanding about a particular job.

Work Sample Test


Requires the applicant to perform tasks that are actually a part of the work required on the job.

Do realistic job preview & interview.

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