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Selecting Employees and Placing Them in Jobs

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Sujan Raj Bonshi
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287 views18 pages

Selecting Employees and Placing Them in Jobs

Uploaded by

Sujan Raj Bonshi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Selecting Employees and

Placing them in Jobs


What is selection?
• Selection is a process through which organizations make decisions
about who will or will not be allowed to join the organization.
Steps in the selection process
Types of Testing
1. Aptitude Test :
It measures a person’s capacity or potential ability to learn and perform a job.
Some of the most frequently used tests measure –
- Verbal ability – measure a person’s ability to use words in thinking,
planning, and communicating.
- Numerical ability – measure ability to add, subtract, multiply, and divide.
- Perception ability – measure ability to recognize similarities and
differences.
- Reasoning ability – measure ability to analyse oral or written facts and
make correct judgements on the basis of logical implications.
1. Screening Applications and Resumes
 Cover Letter
 Resume check
2. Types of Testing …
2. Psychomotor tests:
Measure a person’s strength, dexterity, and coordination. Finger
dexterity, manual dexterity, speed of arm movement are some of the
psychomotor abilities that can be tested. These abilities might be tested
to hire people to fill assembly line jobs.

3. Job performance Tests and Work Samples


 Assessment centres – A wide variety of specific selection programmes
that use multiple selection methods to rate applicants on their
management potential.
2. Types of Testing …
4. Personality Inventories:
Employers may also want to know candidates’ personalities.
The Big Five personality traits:

 People who score high on conscientiousness tend to excel at work when they
have high cognitive ability.
 For people related jobs such as sales, extroversion and agreeableness seem to
be associated with success.
2. Types of Testing …
5. Honesty Tests and Drug Tests:
Organizations want employees to be honest and behave safely.
 Integrity tests – asks applicants directly about their attitudes toward
theft and their own experience with theft.
 Drug testing

6. Medical Examination:
- For physically demanding jobs
- Contiguous disease
3. Interview
• This is the widely used technique for employee selection.
3. Interview …
• Interviewing Techniques: include choices about the type of questions to
ask and the number of people who conduct the interview.

• Several question types are possible:


1) Nondirective Interview: the interviewer has great discretion in
choosing questions to ask each candidate (strengths, weaknesses,
career goals, work experience).
2) Structured Interview: a predetermined set of questions for the
interviewer to ask related to job requirements and cover relevant
knowledge, skills, and experience.
3. Interview …
3. Situational Interview: A structured interview in which the interviewer
describes a situation likely to arisen on the job, then ask the candidate
what he or she would do in that situation.
This type of interview may have high validity in predicting job performance.

4. Behaviour Description Interview: A structured interview in which the


interviewer asks the candidate to describe how he or she handled a type of
situation in the past.
Questions about candidates’ actual experiences tend to have the highest
validity.
3. Interview …
• Number of people to conduct interview:

1. Single face to face interview


2. Panel Interview: several members of the organization meet each
candidate.
3. Interview …
• Advantages of Interviewing:
 Provides opportunity to meet prospective candidates face to face.
 Employers usually look for communication and interpersonal skills. Talking
face to face can provide evidence of these skills.
 Provides a means check the accuracy of information of the applicants’ job
application.
Disadvantages:
 It is not the most accurate basis for making a selection decision.
Interviews are costly.
Interviews are also subjective.
3. Interview …
• Interviewing Effectively:
4. Checking References and Background
• Contact Referees
• Contact previous organizations
5. Selection Decisions
• In practice, most organizations find more than one qualified candidate
to fill an open position.
• The selection decision typically combines ranking based on objective
criteria along with subjective judgements about which candidate will
make the greatest contribution.
• The organizations should look for the “best fit” between candidate’s
ability and motivation and position.
6. Communicating the Decision
Tutorial Question – Time 20 minutes
Suppose your organization needs to hire several computer
programmers, and you are reviewing résumés you obtained from an
online service.
(a) What kinds of information will you want to gather from the
“work experience” portion of these résumés?
(b) What kinds of information will you want to gather from the
“education” portion of these résumés?
© What methods would you use for verifying or exploring this
information?
(d) Why would you use those methods?

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