9 personnel selection

Human Resource Management

Personnel Selection

Introduction Key to organizational effectiveness Organizational systems (well established

procedures and systems) Process involves inviting applications,

reference, background check, testing and interviews

External hiring is expensive Definition:

The process of gathering and assessing information about job candidates and ultimately making decisions about personnel.

Goals of a Good Selection System

Turnover is decreased, since people are successful and satisfied on the job.

Initial training and development expenditures are decreased. Management can devote time to making good employees better rather than focusing the majority of time on a few employees who are below par.

The organization has a larger proportion of high-producing employees.

Advantages of Selection System

Selection systems are standardized. Every individual who goes through the selection system is exposed to the same number and type of interviews and other selection elements.

Selection systems provide clearly defined decision points. Managers have common standards regarding applicant qualifications needed to pass the decision points and move on in the system.

Selection systems ensure full coverage of applicant information required for job success. It ensures that sufficient information is collected from each applicant on all relevant dimensions.

Methods/ elements of Selection

Job applications (graphology) Job application forms/application blanks CV Resume Tests Interviews Assessment Centres Use of Psychologists Background check/reference

Job Application Form

Enables the recruiter to: Assess basic qualifications and technical

skills required for a job Assess relevant work experience Assess applicant’ suitability Assess cultural and social fit of the candidate Reach a decision to process the case further

or not

A well conceived Selection Test should have the following qualities: A high degree of validity – that it should be

capable of measuring attributes which it seeks to evaluate in the candidate.

A high degree of reliability – that it should provide results which have a high degree of consistency among the various candidates.

Tests

Cognitive ability test (Cognitive ability tests measure verbal, numerical and abstract reasoning and the resulting score reflects the person's ability to acquire, retain, organise and apply information)

Intelligence Tests

Intelligence Tests are administered to measure the candidate’s ability to think logically, analyze the pros and cons of problems and make rational decision. Intelligence Tests may also be used to determine the candidate’s understanding of social values and customs.

Proficiency Test

Proficiency Tests are designed to evaluate the candidate’s level of skills, expertise and competence to perform the particular task for which the individual is being considered for recruitment.

Aptitude Test

Aptitude Tests are conducted to ascertain the candidate’s ability to work with others in a team environment, handle work-related stress and cope with the various demands of the job.

Specific ability test(to check specific abilities of potential candidates)

Hands coordination test Communication skills test Determination test Movement detection test Differentiation attention test Labyrinth test

Personality test

A personality test is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup

MBTI 16 Personality Types Two major Types A & B

Motivational test

A motivation questionnaire can be used to understand which situations may increase or decrease your motivation and can assist in securing your job satisfaction. These types of questionnaires try to rate how conditions found in the workplace could affect your motivation (i.e. whether you would work harder or not in a given situation). As with the personality questionnaire, there are no right or wrong answers.

Dispositional Test(to assess mood and temperament of potential candidates)

Stress Anxiety Self-esteem Locus of control Generalised self-efficacy Emotional stability

Interviews

One basis used by all organization Stand alone or used with/followed by tests Time and cost Reliable or unreliable Preparation Interview itself After the interview

Types of interviews

One to one Serial Panel Structured

Advantages and disadvantages

Limitations of interviews

1. Tossing a coin2. Can do will do3. Stereo typing/ halo effect4. Error of judgment5. Scaling/ rating a candidate6. Chance response

Assessment Centers Trained assessors Make judgments about behavior Simulations IBM, Ford, AT&T, Office Depot In-Basket Leaderless Group Discussion Oral presentation Role play RJP

Negotiation

Induction

Orientation program ‘Welcome aboard’ and introduction to immediate

colleagues and other workers. Briefing on the job and its requirements. Job description

could be useful. Policies, procedures and practices at workplace. An

employee handout can be given to the new recruit. HR manual and other terms and conditions of

employment. Sharing of vision and core values. Briefing on training and development procedures.

Ethical issues