SelectionA PRIME DETERMINANT OF SUCCESS

Introduction

Image of the company nature of job etc influence the response of job applicants to the recruiting efforts of a company

recruitment attracts prospective applicants Recruitment provides a pool of applicants for

selection

Definition

According to Thomas ldquoSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a jobrdquo

Meaning

To select means to choose Selection involves picking individuals who have

relevant qualifications to fill jobs The basic purpose is to choose the person who

can most successfully perform the job

Purpose Donrsquot Buy Bad Apples

Pick up the most suitable candidate To achieve this goal company obtains and

assesses information about the applicants (age qualifications skills experience etc)

How well an employee is matched to a job is important

Any mismatch can cost the organization badly

Putting brakes to negligent hiring

bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Introduction

Image of the company nature of job etc influence the response of job applicants to the recruiting efforts of a company

recruitment attracts prospective applicants Recruitment provides a pool of applicants for

selection

Definition

According to Thomas ldquoSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a jobrdquo

Meaning

To select means to choose Selection involves picking individuals who have

relevant qualifications to fill jobs The basic purpose is to choose the person who

can most successfully perform the job

Purpose Donrsquot Buy Bad Apples

Pick up the most suitable candidate To achieve this goal company obtains and

assesses information about the applicants (age qualifications skills experience etc)

How well an employee is matched to a job is important

Any mismatch can cost the organization badly

Putting brakes to negligent hiring

bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Definition

According to Thomas ldquoSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a jobrdquo

Meaning

To select means to choose Selection involves picking individuals who have

relevant qualifications to fill jobs The basic purpose is to choose the person who

can most successfully perform the job

Purpose Donrsquot Buy Bad Apples

Pick up the most suitable candidate To achieve this goal company obtains and

assesses information about the applicants (age qualifications skills experience etc)

How well an employee is matched to a job is important

Any mismatch can cost the organization badly

Putting brakes to negligent hiring

bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Meaning

To select means to choose Selection involves picking individuals who have

relevant qualifications to fill jobs The basic purpose is to choose the person who

can most successfully perform the job

Purpose Donrsquot Buy Bad Apples

Pick up the most suitable candidate To achieve this goal company obtains and

assesses information about the applicants (age qualifications skills experience etc)

How well an employee is matched to a job is important

Any mismatch can cost the organization badly

Putting brakes to negligent hiring

bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Purpose Donrsquot Buy Bad Apples

Pick up the most suitable candidate To achieve this goal company obtains and

assesses information about the applicants (age qualifications skills experience etc)

How well an employee is matched to a job is important

Any mismatch can cost the organization badly

Putting brakes to negligent hiring

bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Putting brakes to negligent hiring

bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Case study - 1

What do you think is the main cause for the problem

As an HR manager what steps would you take to solve this problem at Wal-Mart

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Features of selection

It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Process of selection

Step 9 Intimation

Step 8 Hiring Decision

Step 7 Reference checks

Step 6 Medical examination

Step 5 Selection interview

Step 4 Selection Tests

Step 3 Application Blank

Step 2 Screening Interview

Step 1 Reception

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 1 Reception

In order to attract people with talent and skills a company has to create a good impression from stage 1

Employment possibilities must be presented honestly and clearly

If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 2 Screening interview

It is done to cut the costs by allowing only eligible candidates to go through further stages

The applications are examined by a junior executive from the HR Department

It is also called ldquocourtesy interviewrdquo

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 3 Application Blank

It is one of the most common methods to collect information of the candidates

It is a brief history sheet of the employeersquos background

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Contents of application blanks

Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure

time activities) References (names of two or more people who

certify the suitability of an applicant to the advertised job)

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 4 Selection Tests

A selection test is used to measure a candidatersquos behaviour performance or attitude

It is standardized in order to ensure uniform assessment

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Types of tests

Intelligence tests

Aptitude tests

Personality Tests

Achievement tests

Simulation tests

Assessment centre

Graphology tests

Polygraph tests

Integrity tests

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 5 Selection interview

Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Types of interviews

The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 6 Medical examination

bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc

bull A Medical examination reveals whether the candidate possesses these qualities

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Medical examination can give the following information

Whether the applicant is medically suitable for a specific job or not

Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)

Whether the applicantsrsquo physical measurements are in accordance with job requirements or not

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 7 Reference checks

Candidates are required to give the names of two or three references in their application forms

Information may be collected from previous employer or from co-workers

Telephone call or e-mail is used

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Beware of Credential Fraud

bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU

bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Beware of Credential Fraud

Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Credential Fraud in India

In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Credential Fraud in India

IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 8 Hiring Decision

The concerned line manager takes this decision The decision is taken after soliciting the required

information gathered through different techniques discussed earlier

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Step 9 Intimation

bull Intimation to both successful and unsuccessful candidates

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Revision of the selection process

bull Step 1 Reception

bull Step 2 Screening interview

bull Step 3 Application blankselection process

Quick revision

bull Step 4 Selection Tests

bull Step 5 Selection Interview

bull Step 6 Medical Examination

Selection process

bull Step 7 Reference checks

bull Step 8 Hiring decision

bull Step 9 Intimation

Recall

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Selection process of global giants

bull It uses extensive psychometric instruments to evaluate short-listed candidates

bull It uses occupational personality questionnaire to understand candidatersquos personal attributes

bull It uses occupational testing to measure competencies

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

Sources

Personnel and human Resource management ndash P Subbarao (5th Edition)

httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0

Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in

wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun

• Selection
• Introduction
• Definition
• Meaning
• Purpose Donrsquot Buy Bad Apples
• Putting brakes to negligent hiring
• Case study - 1
• Features of selection
• Process of selection
• Step 1 Reception
• Step 2 Screening interview
• Step 3 Application Blank
• Slide 13
• Contents of application blanks
• Step 4 Selection Tests
• Types of tests
• Step 5 Selection interview
• Types of interviews
• Slide 19
• Step 6 Medical examination
• Medical examination can give the following information
• Step 7 Reference checks
• Beware of Credential Fraud
• Beware of Credential Fraud (2)
• Credential Fraud in India
• Credential Fraud in India (2)
• Step 8 Hiring Decision
• Step 9 Intimation
• Revision of the selection process
• Selection process of global giants
• Slide 31
• Slide 32
• Sources
• Slide 34