Download - Selection
Selection
Min Khaung ( EMPA – 8 )
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THE RECRUITMENT AND SELECTION PROCESS
The stages of recruitment and selection are:
1. Defining requirements
2. Attracting candidates
3. Sifting applications – Short-listing
4. Interviewing – Preliminary, Final
5. Testing
6. Assessing candidates
7. Obtaining references
8. Checking applications
9. Offering employment
10.Following upMin Khaung ( EMPA - 8 )
Recruitment
Selection
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SELECTION
• Selection is the Process of choosing from a group of applicants those individuals best suited for a particular position and organization.
• Brick Recruitment
Min Khaung ( EMPA - 8 )
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FACTORS AFFECTING SELECTION PROCESS
• Other HR Functions • Legal Consideration• Speed of Decision Making.• Organizational Hierarchy• Applicant Pool ( Selection Ratio ) • Type of Organization• Probationary Period
Min Khaung ( EMPA - 8 )
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SELECTION PROCESS
1. Sifting applications – Short-listing2. Interviewing – Preliminary, Final3. Testing 4. Assessing candidates5. Obtaining references6. Checking applications7. Offering employment8. Following up
Min Khaung ( EMPA - 8 )
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SIFTING APPLICATIONS – SHORT-LISTING
• Based on Job Description• Based on Job Specification• Selection Ratio• Time Factors• Applicant Pools• Types of Organization• Hierarchy
Min Khaung ( EMPA - 8 )
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INTERVIEWING
• Preliminary– HR Manager,
• Final Interview– Head of Respective Department, HR
Min Khaung ( EMPA - 8 )
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PREPARING FOR THE INTERVIEW
• Check person specification.• Decide on approach to interview and timing.• Study candidate’s application.• Prepare general questions.• Prepare specific questions.
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TYPES OF INTERVIEW
STRUCTURED INTERVIEW
• Situational Questions • Job- Knowledge Question• Job-Sample Simulation
Question• Worker Requirement
Questions; • Behavioral Interview –
Relating previous experience with new job
UN-STRUCTURED INTERVIEW
• Take more Time• Questions are not
prearranged, • Allowing for spontaneity
and for questions to develop during the course of the interview.
Min Khaung ( EMPA - 8 )
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INTERVIEW METHODS
• Individual Interview• Selection Panel• Group Interview• Stress Interview
Min Khaung ( EMPA - 8 )
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INTERVIEW METHODS
Min Khaung ( EMPA - 8 )
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SELECTION INTERVIEWING:OVERALL APPROACH
• Content – ensure you cover all the areas you need to explore.
• Contact – ensure you establish a relationship (rapport) that will encourage the candidate to respond to your questions.
• Control – maintain control over the interview, don’t let the candidate digress, and keep to time.
Min Khaung ( EMPA - 8 )
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SELECTION INTERVIEWING:CONTENT
• Start (5%): put candidate at ease, provide information about job and company (not too much).
• Middle (80%+): ask questions to get information on candidate’s capabilities, qualifications and experience and to assess personality.
• End (up to 15%): give candidates chance to ask questions, provide more data, inform of next step.
Min Khaung ( EMPA - 8 )
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QUESTIONS FOR INTERVIEW
• Occupational Experience • Academic Achievement • Interpersonal Skills • Personal Qualities • Organizational Fit
Min Khaung ( EMPA - 8 )
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TEN COMMON INTERVIEW QUESTIONS
Min Khaung ( EMPA - 8 )
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ASKING QUESTIONS
• Open questions ( to encourage a full Response )
• Probing questions (to get further details )
• Closed questions (to clarify a point of fact )
• Hypothetical questions (to put a situation to
candidates and ask them how they would respond )
• Behavioral event questions (to get candidates to tell
you how they would behave in situations that have been
identified as critical to successful job performance )
Min Khaung ( EMPA - 8 )
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ASKING QUESTIONS
• Capability questions (to establish what candidates know, the skills they possess )
• Questions about motivation (The degree to which candidates are motivated )
• Continuity questions (to keep the flow going in an interview )
• Play-back questions (test your understanding ) • Career questions (insight into motivation as well as
establishing how they have progressed ) • Focused work questions (more about particular
aspects of the candi-date’s work history,) • Questions about outside interests (can give some
insight into how well motivated)
Min Khaung ( EMPA - 8 )
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QUESTIONS TO BE AVOIDED
• Who is going to look after the children?
• Are you planning to have any more children?
• Would it worry you being a member of an ethnic
minority here?
• With your disability, do you think you can cope
with the job?
Min Khaung ( EMPA - 8 )
INTERVIEWING – COMMON MISTAKES
• the ‘halo effect’.
• the ‘horns effect’.
• Not weighing the balance between favorable and
unfavorable information.
• Coming to firm conclusions on inadequate evidence.
• Making snap or hurried judgments.
• Making prejudiced judgments.
• Interviewer Domination
Min Khaung ( EMPA - 8 )
INTERVIEWING – COMMON MISTAKES
• Inappropriate Question
• Inconsistent Question
• Central Tendency
• Contrast Effect
• Lack of Training
• Nonverbal Communication
Min Khaung ( EMPA - 8 )
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SELECTION TESTS
Selection tests are used to provide valid and
reliable evidence of levels of abilities,
intelligence, personality characteristics,
aptitudes and attainments
Min Khaung ( EMPA - 8 )
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TYPE OF SELECTION TEST
• Psychometric Test ( IQ, EQ ) • Cognitive Aptitude Test • Job-Knowledge Test • Work-Sample Test • Vocational Interest Test • Personality Test • Substance Abuse Test • General Test • Graphoanalysis• Internet Testing • Assessment Center
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ASSESSMENT CENTER
• Focus of the centre is on behavior
• One-to-one role-plays and group exercises
• Interviews and tests will be used in addition to
group exercises.
• Several candidates or participants are assessed
together to allow interaction
• Several assessors or observers are used in
order to increase the objectivity of assessments.
ASSESSING CANDIDATES
• Refer to key points in person specification
and mark candidate as appropriate:
• exceeds specification;
• fully meets specification;
• just meets the minimum specification;
• does not meet the minimum
specification.Min Khaung ( EMPA - 8 )
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OBTAINING REFERENCES
• Written References
• Telephone References
– What was the period of employment?
– What was the job title?
– What work was carried out?
– What was the rate of pay or salary?
– How many days’ absence over the last 12 months?
– Would you re-employ (if not, why not)?
– What was the reason of leaving, resigning?
Min Khaung ( EMPA - 8 )
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CHECKING APPLICATION
Checking Applicant’s CV & Interview Result
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SELECTION DECISION
• An organization obtains and evaluates information
about the finalists in a job selection process
• Notification of Candidates
• Management should notify successful and
unsuccessful candidates of selection decision as soon
as possible.
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OFFERING EMPLOYMENT
Min Khaung ( EMPA - 8 )
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FOLLOWING UP
MEDICAL EXAMINATION
( NORMALLY AFTER JOB OFFER )
Min Khaung ( EMPA - 8 )
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Min Khaung ( EMPA - 8 )
Thank You