selection techniques

SELECTION TECHNIQUES

Team 7

Emily Abraham-Linesch

Law Pei Pei

Nik Ily Diyana

Selection process

Initial interview in HR Dep.

Employment tests

Background investigation

Supervisory interview

Medical examination

Preliminary selection in HR Dep.

Application Review

Hiring decision

Note: an applicant may be rejected after any step in the process

Selection Process

Application Review

Application Review

Review of applications and resumes Put candidates in order of best qualified Select the most appropriate applicants

Selection Process

Application Review

Initial interview in HR department

Initial interview in HR Department

Highly Structured Interview Questions Based on Job Requirements Distinct Types of Questions Sample Good Responses Multiple Raters Consistency Applied Documentation “Fostered by EEO Requirements”

Types of Interview Questions

WARM-UP QUESTIONSWORK HISTORY e.g. What special aspects of your work experience have changed in the past 5 years and how does it prepare you for your future jobs?JOB PERFORMANCE e.g. Everyone has strengths & weaknesses as workers. What are your strong points for this job? EDUCATION e.g. How has your education helped you pave your career? How strong is its influence in your chosen career? CAREER GOALS e.g. Where do you see your career headed in 3 years time?SELF-ASSESSMENT e.g. What is your biggest achievement?MOTIVATION e.g. What activity or recognition are you most proud of?WORK STANDARDS e.g. What are your standards of success in your job?LEADERSHIP e.g. How effectively do you handle stressful situations?

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Employment tests

Perform psychological and honesty tests Teamwork ability tests Good predictor of job performance

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Background investigation

Check references and work history Good citizen (criminal record) Reliability of applicant Information will be obtained from:

former employers school, college, university officials credit bureaus individuals named as references

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Preliminary selection in HR Dep.

Preliminary Selection in HR Dep.

Ranking of applicants based on previous processes

Select the best candidates for “second” round

Selection process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Preliminary selection in HR Dep.

Supervisory interview

Supervisory Interview

In depth panel interview, behavioral type questions (conducted by closest supervisor, consultant and representative of HR department )

Multiple opinions In depth knowledge about applicants

behavior and decision making capabilities

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Preliminary selection in HR Dep.

Supervisory interview

Medical examination

Medical examination

Given to ensure that the health of an applicant is adequate to meet the job requirements

Test held by professional medical institution Protection against possible later law suits Can be costly

Selection Process

Initial interview in HR Dep.

Employment tests

Background investigation

Supervisory interview

Medical examination

Preliminary selection in HR Dep.

Application Review

Hiring decision

Hiring Decision

Goal of the whole application process (most important step)

Final decision based on all steps of the selection process

Selection Process Tasks: Functional, Country and Regional Managers

Positions

Outsourced

Outsourced

Outsourced

Outsourced

Outsourced

HQ

Outsourced

HQ

Application Screening

Initial Interview

Employment Tests

Background Investigation

Preliminary Selection

Supervisory Interview

Medical Examination

Hiring Decision

Selection Process Tasks

CEO elected by Executive Board of Directors

Facility and Assistant Facility Managers conducted by closest supervisor and

representative of HR department

Cost

Partnership with global consulting agency Outsourcing selection process reduces

personnel needs and expenses in HR department

Selection methods are designed to reflect the importance of specific position

Opportunity Cost

Validity and Reliability

The combination of the different steps in the selection process will assure that each applicant’s characteristics are correctly evaluated

Reliability More than one interviewer at supervisory

interview Standardization e.g. BP employment test