SELECTION PROCESS

Classification of Employment Tests (contd):

1)Physical Ability Tests:
Must be related to the essential functions of the the job.

2)Job Knowledge Tests:

An achievement test that measures a persons level of understanding about a particular job.

3)Work Sample Tests :

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

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4)Interviewing Methods:
1)Nondirective Interview:
The applicant determines the course of the discussion, while the interviewer refrains from influencing the applicants remarks.

2)Structured Interview:
An interview in which a set of standardized questions having an established set of answers is used.

3)Situational Interview: An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it. 4)Behavioral Description Interview (BDI): An interview in which an applicant is asked questions about what he or she actually did in a given situation. 5)Panel Interview: An interview in which a board of interviewers questions and observes a single candidate.

6)Computer Interview:
Using a computer program that requires candidates to answer a series of questions tailored to the job. Answers are compared either with an ideal profile or with profiles developed on the basis of other candidates responses.

7)Video interviews:
Using video conference technologies to evaluate job candidates technical abilities, energy level, appearance, and the like before incurring the costs of a face-to-face meeting.

Variables in the Employment Interview:

Context
Purpose of the interview Law and regulations Economic issues Physical settings Interview structure

Applicant
KSAOs Education Experience Interests Perceptions Nonverbal cues Age, sex, race, etc.

INTERVIEW __________________

Process
_____________________ Outcome (Hiring Decision)

Interviewer(s)
Experience/training Age, sex, race, etc. Perceptions Nonverbal cues Goals

Ground Rules for Employment Interviews

Establish an interview plan Establish and maintain rapport Be an active listener Pay attention to nonverbal cues Provide information freely Use questions effectively Separate facts from inferences Recognize biases and stereotypes Control the course of the interview Standardize the questions asked

Reaching a Selection Decision:

Selection Considerations:

Are individuals to be hired according to their highest potential or according to the needs of the organization?
At what grade or wage level to start the individual? Should selection be for employee- job match, or should advancement potential be considered?

Should those not qualified but qualifiable be considered?

Should overqualified individuals be considered? What effect will a decision have on meeting affirmative action

Can-Doand Will-DoFactors in Selection Decisions:

Can Do
______________________________

Knowledge Skills Abilities

Job Performance
Will Do
______________________________

Personality Values Motivation

Selection Decision Strategies:

Clinical Approach Subjectivity

Statistical Approach Objectivity

Compensatory Model - Average Multiple Cutoff Model - Minimum Multiple Hurdle Model- Sequential

Selection Decision Models:

1)Compensatory Model:
Permits a high score in one area to make up for a low score in another area.

2)Multiple Cutoff Model:

Requires an applicant to achieve a minimum level of proficiency on all selection dimensions.

3)Multiple Hurdle Model:

Only applicants with sufficiently high scores at each selection stage go on to subsequent stages in the selection process.

Selection Process:
1)Selection Ratio:
The number of applicants compared with the number of people to be hired.

2)Cutoff Score:
The point in a distribution of scores above which a person is considered and below which a person is rejected.

Test Score Scatter plot with Hypothetical Cutoffs:

Selection Process :
Final Decision:
Selection of applicant by departmental or immediate supervisor to fill vacancy. Notification of selection and job offer by the human resources department.

THANK YOU