Lecture 8 HRM Atif

Human Resource Management
Lecture 8
MGT 350
Last Lecture
• Recruiting Sources
– Internal Searches
– Employee Referrals/Recommendations
– External Searches
– Alternatives
Meeting the Organization
2
Topic
EMPLOYEE SELECTION
EMPLOYEE SELECTION
• The process of carefully screening the
applicants to select/hire the best one(s).
• Employee selection is the process of matching

people and jobs.
The Selection Process
The selection process typically consists of
eight steps:
1. initial screening interview
2. completion of the application form
3. employment tests
4. comprehensive interview
5. background investigation
6. conditional job offer
7. medical/physical exam
8. permanent job offer
Fundamentals of Human Resource

Management 8e, DeCenzo and Robbins
• Initial Screening
– Involves screening of inquiries and screening
interviews.
– Job description information is shared along
with a salary range.
Completing the Application Form: Key
Issues
– Gives a job-performance-related synopsis of
what applicants have been doing, their skills
and accomplishments.
Issues
• Legal considerations
– Omit items which are not job-related; e.g.,
sex, religion, age, national origin, race, color,
and disability.
– Includes statement giving employer the right
to dismiss an employee for falsifying
information.
– Asks for permission to check work
references.
– Typically includes “employment-at-will”
statement.
• Weighted application forms
– Individual items of information are
validated against performance and
turnover measures and given
appropriate weights.
– Data must be collected for each job
to determine how well a particular
item (e.g., years of schooling,
tenure on last job) predicts success
on target job.
Issues
• Successful applications
– Information collected on application forms can
be highly predictive of successful job
performance.
– Forms must be validated and continuously
reviewed and updated.
– Data should be verified through background
investigations.
Employment Tests
• Estimates say 60% of all organizations
use some type of employment tests.
– Performance simulation tests: requires the
applicant to engage in specific job behaviors
necessary for doing the job successfully.
– Work sampling: Job analysis is used to
develop a miniature replica of the job on
which an applicant demonstrates his/her
skills.
Employment Tests
– Assessment centers: A series of tests and
exercises, including individual and group
simulation tests, is used to assess managerial
potential or other complex sets of skills.
– Testing in a global arena: Selection practices
must be adapted to cultures and regulations
of host country.
Comprehensive Interviews:
• Interviews involve a face-to-face meeting

with the candidate to probe areas not
addressed by the application form or
tests.
• They are a universal selection tool.
• Interview Effectiveness
– Interviews are the most widely used selection
tool.
– Often are expensive, inefficient, and not job-
related.
– Possible biases with decisions based on
interviews include prior knowledge about the
applicant, stereotypes, interviewee order.
– Impression management, or the applicant’s
desire to project the “right” image, may skew
the interview results.
– Interviewers have short and inaccurate
memories: note-taking and videotaping may
help.
– Structured interviews use fixed questions
designed to assess specific job-related
attributes
– More reliable and valid than unstructured ones.
– Best for determining organizational fit,
motivation and interpersonal skills.
– Especially useful for high-turnover jobs and
less routine ones.
• Behavioral Interviews
– Candidates are observed not only for what
they say, but how they behave.
– Role playing is often used.
• Realistic Job Preview
– RJP’s present unfavorable as well as favorable
information about the job to applicants.
– May include brochures, films, tours, work
sampling, or verbal statements that realistically
portray the job.
– RJP’s reduce turnover without lowering
acceptance rates.
Summary
The selection process
1. initial screening interview
2. completion of the application form
3. employment tests
4. comprehensive interview
5. background investigation
6. conditional job offer
7. medical/physical exam
8. permanent job offer
RJP

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Human Resource Management

Meeting the Organization

• Employee selection is the process of matching

Fundamentals of Human Resource

• Interviews involve a face-to-face meeting

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