Andika Rizki

Annisa Ramadhanti
Helinsa Rasputri
Rifqi Achmad Naufal
Rika Siti Jakiatus Solihah
Group 3 - HRM
01 02 03

04 05
 The Importance of Selecting
The Right Employees

Organtizational Cost of Recruiting and Legal Obligations and

Performance Hiring Liability
 Person-Job Fit vs Person Organization Fit

Ketika Pengetahuan, keterampilan, Kesesuaian antara seorang calon

kemampuan, dan kompetensi yang pegawai dengan nilai nilai yang ada
dibutuhkan oleh sebuah pekerjaan pada perusahaan atau organisasi..
telah sesuai dengan Pengetahuan,
keterampilan, kemampuan dan
kompetensi yang dimiliki oleh calon
pegawai.
 Kekonsistensian sebuah Mengindikasi apakah
nilai yang dihasilkan sebuah test telah
seseorang dalam mengukur apa yang
melaksanakan ulang test seharusnya diukur.
yang identik atau setara.
Apakah sebuah tes
Apakah nilai yang sebenarnya mengukur apa
dihasilkan sebuah tes yang dimaksudkan untuk
selalu stabil diukur?
atau konsisten ?

Mengambarkan hubungan
antara nilai yang dihasilkan
dari sebuah prosedur seleksi
dengan performa pekerjaan
dari seoang calon pekerja.
Validity Test
Mengambarkan bahwa Menggambarkan bahwa
kandungan dari sebuah sebuah prosedur seleksi
prosedur seleksi mengukur gagasan (ide
merepresentasikan aspek abstrak seperti moral atau
penting dari performa kejujuran) dan sangat
sebuah pekerjaan. penting untuk kesuksesan
sebuah performa sebuah
pekerjaan
 Analize Administer the test: Cross validate and
The Job: Concurent or predictive re-validate:
predictors & validation Repeat step 4 & 5 with
criteria different sample

Relate your test score

Choose the test: and criteria:
Test battery or single test Scores vs actual
performance
1. Bias on how the test measures the trait it purports to measure.

Contoh: Tes IQ untuk orang kulit putih kelas menengah dan kaum minoritas.

2. Bias on how the predictions one makes based on the test.

Contoh: Hasil tes mata kuliah akuntansi lulusan SMA jurusan IPA dan Jurusan IPS.
 The right to privacy and The right to expect that only
information people qualified to interpret
the scores will have access to
The right to the confidentiality them
of test results.

The right to informed consent The right to expect the test is

regarding use of these results. fair to all
Major of Test Why Use Testing?
Basic Skill Test Increase Work Demand = More
Testing
Job Skill Test
Screen Out Bad Employees
Psychological Test
Reduce Turnover by Personality
Profiling
● Telephone Pre ● Specialized Work
screening Sample
● Offline Computer
● Numerical Ability
Test
● Virtual Inbox Test ● Reading
● Online Comprehension
Problem-Solving ● Clerical Comparing
Test and Checking
 Cognitive Personality & Interest
Include intelligence test basic aspects of
and memory also personality, such as
inductive reasoning introversion, stability,
and motivation

Motor and Physical Achievement

include static strength, measure what someone
dynamic strength, body has learned / applicant’s
coordination,and stamina abilities
 Intelligent Test
measure not a single trait
but rather a range of
abilities, including memory,
vocabulary, verbal fluency,
and numerical ability.
Specific Cognitive Abilities
measures of specific mental
abilities, such as deductive
reasoning, verbal
comprehension, memory,
and numerical ability.

IQ Test Aptitude Test

IQ Test Measurement (Wechsler Test)
Specific Cognitive Abilities (Aptitude Test)

Mechanical
Numerical Reasoning
Aptitude

Technical Spatial
Aptitude Test Ability
Verbal
Ability

Abstract
Fault
Reasoning
Diagnosis
● A person cognitive and
physical abilities alone
seldom explain his or her job
performance
● One of personality test:
Myers-Briggs Type Indicator
(MBTI), Others are:
Guilford-Zimmerman survey,
The Minnesota Multiphasic
Personality Inventory (MMPI)
● Personality test can predict
job performance because
personality traits often
correlate with job
performance. Example:
extraversion correlate with
success in sale.
● But there are some dispute
that personality test have a
low validity result related to
job performance, because it
usually is self-reported
Personality Test
● Used to measure one’s
developed skill or knowledge
● These tests are more useful to
measure the value of specific
achievement, when an
organisation wishes to employ
experienced candidates.
● These test are classified into two
Phases, Job Knowledge Test
and Work Sample Test
● Used to measure the physical capacity of a
candidate to do certain types of jobs e.g.
defence, police, firefighting etc. essentially
employ physical ability tests in their
screening process.
● However, now, even in sectors like sales and
IT more and more employers today are
conducting Physical ability tests to
understand if the potential employees are
suitable for the tenacious work hours and
have the capacity to keep up with the work
pressure.
Asses and measure job performance directly
based on requirements on the posisition
the candidate wanted.
 How Recruiters Do Work
Simulations?

Computerized
Management Video-Based Miniature Job Multimedia Situational
Work
Assessment Situational Training and Candidate Judgement
Sampling Centers Assessment
Testing Evaluation Test
Tools
 Job-Knowledge Hands-On
Work Sampling Situational Tests
Tests Performance Tests
Method of testing ability by
Focus on specific
giving the candidate a People are asked
dimension/ content to Test people for physical
sample of typical work to do how they would act
determine current capabilities.
and evaluating their in a given situation.
knowledge about the
performance.
job.

Work Sampling
- The in-basket
- Management Games
- Individual Presentation
- Leaderless Group Discussion
- Objective Test
- The Interview
Video-Based Situational Testing

Recruiters will presents candidate with several

online PC-based video situations. Each of them
followed by one or more multiple-choice questions.

For example:
There will be a video about situation
at work and critical situation that need to be solved.
The candidate has to find best way to handle the
situation.
Computerized Multimedia
Candidate Assessment
Tools
Recruiters will presents candidate with
several online PC-based video situations.
Each of them followed by one or more
multiple-choice questions.
For example:
There will be a video about situation at work
and critical situation that need to be solved.
The candidate has to find best way to handle
the situation.
The Miniature Job Training
Training candidates have to perform several
job tasks and then evaluating the
candidate’s performance prior to hire.
For example:
Honda in Alabama give 360 applicants
special training at their new facilities for 6
weeks, 2 evenings per week. It includes
classroom instruction, practicing practicular
job, and video’s about Honda’s employee in
action.
Personal test designed to assess aplicant’s judgement
regarding situation encountered in the work place.

For example:

You are in a critical situation and might can’t complete your

project by the time it is due. What things will you do?
 Uncover
Damaging
Informations

Verify
Applicant’s
Informations
 Verification Report (such as
identitiy, education, work history,
etc)

Credit
Reports

Background Criminal
Checking Records

Driving
Records

Drug Tests
Reference Checking Form

Source: Society for Human Resources Management,

©2004. Reproduce with permission of Society for
Human Resoources Management
 Former Supervisor
Social Media
and/or employers

Written Commercial Credit

Refference Rating Companies
● The Polygraph and Honesty Testing
● Graphology
● Human Lie Detectors
● Physical Exams
● Substance Abuse Screening
● Complying with Immigration Law
Polygraph is a device that measures
physiological changes like increased
perspiration. The assumption is that
such changes reflect changes in
emotional state that accompany lying.

Example: FBI, CIA, or federal

government employers
 Use of handwriting to determine the
writer’s basic personality traits (personal
needs, desires, and psychological make
up).
 Using some experts like psychologist and
former FBI agent to sit on interviews and
watch for sign of candidate deceptiveness.

Some of the signs are pupils changing size,

irregular breathing, crossing legs, and
micro-expression.
Identifying health problems to verify the applicant meets the
position’s physical requirements. The examination can reduce
absenteeism, accidents, and detect communicable disease.
Testing candidate just before they get formally
hired or conduct test on random or periodic
basis when they want to transfer or promote
employees to the new level.
For example: Drug test
If applicants want to work in another
country, they should prove their
eligibility for employment in two ways.
- Passport
- Working permit
 Using Automated Applicant Tracking and Screening Systems

Advantage of using
Applicant Tracking
System (ATS)

Test and screen

Knock out applicants who applicants online, include
don’t meet minimum or Discover hidden skilltesting, cognitive
non-negotiable job talents skilltesing, and even
requirements. psychological testing
Group 3 - HRM
01 02

03
 A selection procedure A discussion following a An interview to elicit
designed to predict future performance appraisal, in information about the job
job performance on the which supervisor and or related matters to the
basis of the applicants’ employee discuss the employer some insight
oral responses to oral employee’s rating and into what’s right or wrong
inquiries possible remedial actions about the firm
 Unstructured or Structured or directive
nondirective interview interview
An unstructured conversational-style An interview following a set sequence of
interview in which the interviewer pursues questions
points of interest as they come up in
response to questions.
An interview in which the Recruiters for techinical,
interviewer make the finance, and other types of
applicant uncomfortable jobs use quetions to pose
with rude questions to problems requiring
spot sensitive applicants out-of-the-box solutions
and low stress tolerance to see how candidates
think under pressure
● Make Snap Judgement the order in which interviewers
Misunderstanding the job
● Negative bias see applicants affects how they
rate them

● Telegraphing expected answers.

● Interviewers’ inferences of the ● Talking so much
interviewee’s personality ● Letting the applicant dominate
● And impression management : ● Act positively toward a favored
Ingragation/self promoting applicant.
 Appoint The Interview
Analize Create Interview Panel And Conduct
The Job Questions Interviews

Rate The Job’s Main Create Benchmark

Duties Answers
 First, Make Sure You
Know The Job
Structure The
1 Interview:
● Base questions on actual job
duties
● Use Job Knowledge, ,
Establish Rapport situational, or behavioral
2 questions
Get Organized ● Use Same Questions
● Use descriptive rating
Ask Questions: scales to rate answers
● Don’ t telegraph the desired ● use a standardized
answer interview form
● Don t interrogate 4 3
● Don t monopolize
● Ect 5
Close The Interview

Take Brief, Review The

Unobtrusive Notes 6 7 8 Interview
During The Interview
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