selection process of choosing individuals who have right attributes the right competencies...
TRANSCRIPT
SELECTION
Process of choosing individuals who have
Right Attributes
The right competencies
Education , Abilities, Knowledge, Skill, Experience,
Attitudes, motives, interests….
Attitudes Crossword Seeks
Crossword – 22 stores –realigned its people
practices to cater to the external customer.
Assesses three attitudes in every hire
o A service attitude
o A people attitude
o A helpful attitude
In other words…
Infosys(2005) Selects
15 out of 1,000 (10 OUT OF 1000 PREVIOUS YR)
APPLICANTS
14.2 lakh apply,
1.63 lakh tested,
48,700 interviewed
ICICI bank 3 lakh applicants last year
SELECTION
Process of choosing individuals who have the
o right attributes - qualifications, skills, abilities
experience, attitude etc (From Job Analysis)
o To fill existing or projected job openings
The Company selects the candidate
The Candidate selects the Company
A reminder – why do we choose these attributes
What do we mean by good selection ???
•We select a person who performs the job well
•We don’t select (REJECT) a person who would have performed well
Hits and misses
The goal of Selection - Maximise HITS
LOW HIGH
PREDICTED SUCCESS
JOB
PERFORMANCE
HIGH
Low
MISS HIT
HIT MISS
Why good selection is important?
10 Top ReasonsWe
Make Mistakes
WHY GOOD SELECTION IS IMPORTANT
Possible steps in the selection process
Possible steps in Selection Process
• Screening Applications
• Group Discussion
• Testing
• Preliminary Interviews
• Final Interview
• Background Investigation
• Medical Examination
• Hiring Decision - appointment letter
Every selection method is evaluated on…
In Selecting We use Predictors and Criteria
Use techniques to predict who will best
perform the job on the basis of
o Criterion - a measure of what constitutes success
on the job eg assembly speed, sales
o Predictors – indicants of those attributes which are
important for job success
Eg – manual dexterity, selling ability etc
Every selection device must be valid and reliable…
Some easy - others difficult to observe and measure
Every Selection Device must be Reliable and Valid
o RELIABILITY yield consistent scores over time
o VALIDITY really measures the
attributes it is supposed to?
Do these attributes really
lead to superior job
performance?
Shortlisting Applications - how to write a good resume
Deliverables and Features of a Good Resume
Your resume is important…
o Should get you shortlisted…understand what
the requirements
o Should direct interviewer to questions you
want asked
o Should highlight your strengths – w r t…
Writing Your Resume… MMS fresher
o Contact details etc – up front ( if your current location is different from job posting indicate next to address)
o Less important personal particulars at end of resume
o Qualifications – Tabular in reverse chronological order
o For MMS – students – Projects Undertaken – company name, project particulars – brief but HOOK attention
o Skills /courses undertaken – not indicated in qualifications - languages
o Work Experience - Reverse Chronological Order
o Positions of responsibility / activities undertaken
o Hobbies, Interests (indicate how you have developed them)
o Awards and accolades
o References - other personal particulars
Improving your resume for final placements…
LanguageGrammar
PunctuationConsistency in Format
Improving Your Resume for Final Placements
o Improve your academic performanceo leadership roles in college – formal or informal o Make your summer project a learning
experienceo Actively look for and do live projects – use faculty
help in executing projectso Lead/Volunteer in some socially beneficial activityo Learn a new sport / engage in some adventure
sport or activity
APPLICATION BLANK
o Scrutinise information / Look for gaps
o Build your own data on correlations - big recruiter
o Look for patterns and trends
o obtain authorisation - to check references
Easy QuantificationDesign comprehensive form
E - Selection
Testing…
TESTING - Types of Tests
o Ability - Physical or Mental
o Aptitude - Potential Ability
o Achievement Test / Work sampling
o Interest Test
o Personality Test - Attitudes / Projective Tests
o Assessment Centres - multiple assessment tools
TESTING - Types of Tests 2
o Video based Situational Testing
o Paper and pencil tests - TESTING WRITERS AT
BALAJI TELEFILMS
o On line tests
o On the job tests
Using Tests
o Supplement other techniques – only samples
o Better for predicting failure than success
o Can be good screening devices
o Validate for your organisation
o Standardise test conditions
o experts to administer / interpret?
o Develop norms / norms for your organisation??
interviews
In Selection - The Three Levels of Appraisal
- Many of these Judged in an interview
Temperament/Behaviour
LEVEL II Attitudes & Beliefs
Knowledge Self Motivation
Appearance Acquired Skills Stability & Persistence
Manners Training Maturity & Judgment
Expressiveness Experience Aptitudes/CapacityTo Learn
Interests Education
Goals Credentials Patterns
GREATER GREATEST MINIMAL
LEVEL I
LEVEL III
Interviews May be
• One on One
• Panel
• Sequential
• Group Interviews
• Telephone / Video
conferencing
Recording performance…
Recording Interviews – flows from job analysis
Tupes of interviews
VG G Poor
Communication ability
Job Knowledge
Ability to apply technical knowledge
Ability to motivate despite failure…•Usually 4 or 5 point scale
•Space for remarks, recommendation of interviewer, signature
Remember for Personnel Finance
Types of Interviews – not mutually exclusive
Structured - could be Depth Interviews
Unstructured
Stress
Behavioural - How did you behave…?
Situational - How would you behave..?
Walk in / Talk in
Type of Interview Questions
RAPPORT BUILDING
OPINION BASED
GENERAL, OPEN-ENDED
BEHAVIOUR BASED
FACT BASED
CLOSED-ENDED
SITUATIONAL
TYPES OF INTERVIEW QUESTIONS
What would you do if...
Situational Questions
Create a hypothetical job situation and ask how the candidate would respond
Ideal for candidates who do not have a great deal of directly-related experience
1. What are the key goals / expectations for the position?
Developing Behavioural Questions
focus on the pastgive directionsearch for critical incidents
2. List examples of the key challenges the individual will face to achieve those goals.
3. Turn these examples into questions. Remember to...
What was the situation?
What did you do?
What was the outcome?
By the way, who were you reporting to at that time?
Probes
Research Studies on interviews…
Unfavourable information carries greater weightage
information about the job being filled inter-rater
reliability
Biases formed early -- favourable / unfavourable
decision
More extreme evaluation ( + or -) when preceded
by candidate with opposing value
How truthful are people…
Research Studies on interviews…Research by Monster on line – 14.01.02
2/3 people (Indian Research) lie during interviews
o 36 % - reason for leaving previous job
o 24 % - current salary
o 7 % - current responsibilites
Watch out for this…
Have you ever found yourself in one of the following situations???if you’ve ever been an interviewer
o Enjoying the interview but realising that you know very little about the candidate’s real ability to do the job
o Making assumptions about the person and their abilities without being able to justify
o Not having enough questions to ask
Interviewing errorso Halo effect
o Leniency
o Projection
o Stereotyping
o Superficiality / inadequate depth
So should we do away with interviewing?
Other selection errors
Other Selection Errors
o Pressure to fill position
o Relying on Gut
o Too much emphasis on Can do rather than will do factors
Interviewing - DO’S
o Prepare / Plan / consult Job Analysis
o Establish rapport
o Get candidate to talk – listen activelyo Pay attention to non verbal cueso Cover groundo Standardise questions asked - DO or DON’t???o Probe - analyse strengths, weakness, patterns of
behaviour.o Maintain controlo Use situational interview to increase validity
Some don’ts
Some Interviewing - DON’TS
o Ask leading questions – without reason
o Plunge to quickly into demanding questions –
unless SI
o Stress isolated strengths and weaknesses – unless
Essential for JOB
o Talk too much
o Take a decision too early
o Make the Interviewing Errors
New Developments – Salaam the Sensei
Salaam to the SenseiET – 14/7/06
o Interviewing for call centre jobs – almost a full day
o Now - 15 minutes testing – appointment letter immediately
o Voice recognition tools automation in testing candidates
o IBM Daksh collaborated with IBM Research Labs to develop Sensei
o recognition of voice patterns allows automation of testing totally customised
o can be used for self-training, too.
o IBM at IBM Daksh. New candidates given recordings of performing employees
o So far still at experimental stage in recruitment
Assessment Centres
Group DiscussionsWhat is India Inc looking for - B school / engineering graduates
HSBC
Communication
Interpersonal skills
Teamwork
Content
Asian Paints
build on another’s point don’t shoot down
idea
GROUP DISCUSSIONS AS A SELECTION TOOLWhat is India Inc looking for - B school / engineering Grads 30/09/02
HLL
Instant disqualifier is that a person cannot
function in a team
TCS
particular about angularities in the candidates
personality
Lack of maturity, commitment, enthusiasm and
social attributes becomes a cause for rejection
Validity of various Selection Devices *
Cognitive Ability High
Personality Tests Low
Physical Ability Moderate / High
Biographical Info Moderate
Interviews Low
Work Samples High
Reference Checks Low
Academic Performance
Assessment Centres High
* One study
Validity of various Selection Devices *
Cognitive Ability 0.51
Graphology .02
Biographical Info 0.35
Interviews – Unstructured
Interviews -Structured
0.38
0.51
Work Samples 0.54
Reference Checks .26
Years of Education
Years of Experience
.1
.18
Assessment Centres 0.37 (0.5-0.6 in a 2003 research –
see footnotes)
* Schmidt and Hunter (1998) – Wayne and Cascio – 7th edition pg 248
What is an Assessment Centre ?o Multiple Assessment Techniqueso Standardised Evaluation Methodso Multi Rater Evaluation
used to evaluate individuals For a variety of
manpower decisions
Originated in the German, UK and US military
(around WWar 2)
First commercial enterprise - AT&T
Most often used for Managerial positions
On what are they evaluated???
Evaluation
On activities / decisions similar to those they
handle on the jobo Tests
o Leaderless group discussions
o Role plays
o Interviews – Motivation,Interests, Background, Past performance
o Management games
o In basket
o Presentations
May sometimes be in a special room with a one way glass
Companies Using Assessment Centres
o Cognizant Tech – since 1998
o Ranbaxy – AC for DC – once in a lifetime.
o Eicher Group – puts Eng Trainees through AC (After
joining AC+DC???)
o Coca Cola - AC for Campus Placements
o HSBC –Runs one for its scholarship programe and
Campus Recruitment oOccupational Personality Questionnaireo ‘ In Tray’o Criterion based Interview
Using Assessment Centres for SelectionET 9/12/02
When hiring on Campus – ICICI looks for - o Analytic thinkingo Ability to deal with numbers and datao Prioritisingo Generating ideas and alternatives
Doesn’t rely only on interviews
- Ability Test
- case study based GD- Interview- Occupational Personality
Questionnaire
Using Assessment Centres for SelectionET 9/12/02
ICICI’s Ability Tests measure
o Problem Solving +numerical skills
o Trouble shooting
o Quickly understanding & adapting theory to
practice
o Putting in place systems and process
Using Assessment Centres for SelectionThe Results
ICICI Bank
65 Graduates hired in May ’02 - NO Turnover
Normally misfits leave
HSBC
Attrition only 4 % in 2002
Joining Formalities at Apar – 2007 Student Project Employee Application Form. Joining Report (Documentation). Remittance of salary through Bank a/c. Membership of Employee PF scheme. Family pension, Gratuity Trust, Mediclaim. Issue of Permanent ID card, Employee Code. Medical Examination before recruiting.
RELIABILITY (TESTING)
Test – Retest Equivalent Form
SOURCES OF UNRELIABILITY Poor sampling of material Chance response tendencies Change in testing conditions Change in person being tested
VALIDITY
CRITERION Scores (Predictors) on test are related to job performance
(Criterion)
CONTENT Test contains a fair sample of
tasks and skills actually needed
for the job in question
Hexaware Internal database
.ERP software internally to screen these responses.
This database is regularly updated and can be used
whenever required.
It saves screening time and is cost effective.
DIMENSIONS OF INTELLECTUAL ABILITY
Number Aptitude
Verbal comprehension
Perceptual speed - identify visual similarities
Inductive reasoning - general to particular
Deductive reasoning - particular to general
Spatial Visualisation
Memory
Valid predictor of job performance at all levels
9 BASIC PHYSICAL ABILITIES
STRENGTH Dynamic - exert muscular force for long time
Trunk
Static - exert force over external objects
Explosive - bursts of energy required
FLEXIBILITY
OTHER Body co-ordination
other
Wouldn’t you want to know this about your future employees ?
Locus of Control
What motivates the manager
How does the person interact with others
Does he / she have hope of success
How does he / she handle conflict
How stressed out is the person with her present role
And much, much more…
SOME PSYCHOLOGICAL TESTS
Loco Inventory Locus of Control
MAO (B) What motivates the manager
Interactive Styles Inventory
Fear of Failure Test
Conflict management styles
MAO ® Role Satisfaction
Spiro (T) Trainer Styles - TA based
Using Tests – Some Corporate Examples
Predictive Index – Built Around: Personality Profile – traits and drives (workplace
related)
Workplace related strengths
USED BY
Escorts - Thermax
Deepak Nitrite - Virgo Engineers
CG Maersk - Ingersoll Rand - Toyota
Predictive Index
Dominance - Submissive to arrogant
Extroversion – withdrawn to gregarious
Patience – volatile to lethargic
Blame avoidance – sloppy to perfectionist
Testing Writers at Balaji Telefilms
Provide a brief concept for a game show or a reality
show
If you were to revamp Indian Idol for the second
time, how would you go about the same
Examine your favourite soap (300 words), providing
their family tree
Do a comparative study of any novel that has been
adapted into a film.
Mumbai Mirror – 20/12/05
Stress Interview – The Lighter Side
Initiative Questions
1. What career accomplishments are you most proud of?
2. How do you feel about being closely (or loosely) supervised?
3. What did you dislike about your most recent job?
4. What did you do to change it?
Motivation Questions
1. What are your goals for the next two years? Next five years?
2. What have you done to continue your education that is related to your career?
3. What does "job security" mean to you?
Attitude Questions
1. What job values are important to you?
2. What do you think of your most recent boss?
3. How do you feel about doing routine work?
You hope you don’t hire anybody who
is stupid, but, if you do, pray that they
don’t have a lot of energy.
Robert Goizueta,Coca-Cola