Selection decisions

Selection decisions

1. Selection Decisions

2. Selection A process of choosing from a pool of candidates the persons who are most likely to meet the criteria of the job Purpose: Matches people with jobs Predicts future success on the job

3. Goal of Selection: Maximize “Hits”

4. Selection Process Steps

5. Key Selection Methods

6. Experience Measures Traditional Application - Used to obtain information about the person, usually CV Weighted Application – characteristics about the person are logged and scored against criteria Experience or Accomplishment Questionnaire – assess past experience that are desirable for present job References & Background Checks - Reference information from past employers

7. Tests Ability/Aptitude Tests - measure General Intelligence and major sub-traits such as Verbal Reasoning, Reading Comprehension, and Mathematical Reasoning. Knowledge-Skill Tests/Work Sample Tests - Developed to directly assess specific job knowledge and skill. Personality Inventories – generally valid tools to measure personal traits Honesty-Integrity Tests – objective or subjective paper/pencil or interview questioning Medical Tests – biochemical markers Management Assessment Center (MAC) – useful for managerial job

8. Interview Unstructured - Questions are general and could be applied to any job Structured - A job interview based on a thorough job analysis Behavioural – reaches beyond what a person can do to determine what a person will do in a given situation Star Process – S ituation, T ask, A ction, R esult requires candidate to convey a real-life event and how they managed it. Powerful way to frame the experience & accomplishment.

9. Examples of interview questions Type Example Situational (how to respond in particular situation) Job Knowledge (test basic knowledge needed to perform job) Worker requirement (willingness to perform under prevailing job condition) You’re packing things into your car and getting ready for your family vacation when it hits you that you promised to meet a client this morning. You didn’t pencil the meeting into your calendar and it slipped your mind until just now. What do you do? What is the correct procedure for determining the appropriate oven temperature when running a new batch of steel? Some periods are extremely busy in our business. What are your feelings about working overtime?

10. The STAR Process

11. Percentage of companies using Tools/Tests for Selection

12. Effectiveness of selection methods Method Validity Cost Reaction Application blank Low Low Neutral Weighted application High High Neutral Reference letters Low Low Positive Cognitive ability tests High Low Negative Job knowledge tests High High Positive Work sample tests High High Positive Assessment centers High High Positive Interviews (unstructured) Low Low Negative Interviews (situational) High High Positive

13. Choice of selection methods

14. Selection Approaches Single predictor/method approach : use of one method Multiple predictor/method approach : use of more than one methods Compensatory / Comprehensive Selection based on aggregate performance on selection tests Useful: small number and few tests Multiple hurdle/ discrete Screening of candidates at each step Useful: large number and long selection process Hybrid Combination of both

15. Importance of careful Recruitment & Selection Evaluate , hire, and place job applicants in the best interests of both organization & individual High performance of employees from the beginning High costs of recruitment & hiring (cost, induction and training/development cost, labor turnover cost ) Costly legal implications of incompetent hiring (negligent hiring litigation)

16. Cost of Recruitment & Selection

17. Socialization

18. Socialization A process of facilitating adaptation and adjustment to new environment for new organizational members Assumptions Influences performance and stability New employees suffer from anxiety Takes place anyway Planned approach leads to adoption of desirable behaviors

19. Socializing new employees Pre-arrival Expectations Attitudes Perceptions Encounter If similar, reaffirmation If not, socialization to detach from past Total disillusionment - resignation Meta- morphosis Outcomes Productivity Commitment Turnover