selection process in hr

8/6/2019 Selection Process in Hr

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HUMAN RESOURCES MANAGEMENT

Selection Processes


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SELECTION PROCEDURE

The objective of selection process is to determinewhether an applicant meet the qualification fora specific job and to choose the applicant who ismost likely to perform well in that job

The selection procedure adopted by anorganization is mostly made to meet itsparticular needs.

The three factors arey N

ature of selectiony The policy of the company and the attitude of themanagement

y The length of the probationary or the trial period


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STEPS IN SELECTION

PROCEDUREThere is no shortcut to an accurateevaluation of a candidate. The hiring

procedures are long and complicatedy Reception or preliminary interview or screeningy Applicant blanky Psychological testsy

Interviewy Background investigationy Final selectiony Physical examinationy placement


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RECEPTION,INITIAL OR

PRELIMINARY INTERVIEW The initial screening is usually

conducted by a special intervieweror a high caliber receptionist in theemployment office.

When a large number of applicants

are available the preliminaryinterview is desirable both from thecompany point of view and that of

the applicant seeking employment


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APPLICATION BLANKThe blank provides preliminary information aswell as in the interview by indicating areas of

interest and discussion.It is a means of quicklycollecting verifiable basic historical data fromthe candidatey Biographical datay Educational attainmenty Work experiencey Salary and benefitsy Personal itemsy Other items


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WEIGHTEDAPPLICATION BLANKSome companies analyze the information on anapplication blank and determine statistically its

relation to later success in the job.This formsmay speed up both recruitment and selection

y Bio-datay Biographical inventories


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PSYCHOLOGICAL TESTING

As organizations become complex and the number of jobs they offer increases, managers have beenreceptive to the acceptance of any device whichwould improve their selection decisions.

Tests are the most misused the lest understood,yetthe most valuable source of information aboutapplicants.

They are probably the most sophisticates tools of

measuring human characteristics and individualdifferences that form the very basis of industrialpsychology.


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PURPOSEOF TESTy Guiding and counseling students seeking admission to schools

and collegesy Research into human behavior and personality

y Selection of candidates for an organization

CHARACTERISTICSy Assumption

y Validityy Reliability

y Standardization

ADVANTAGES

y Easier to determine the value of a test as a solution devicey Tests are subject to subjective bias.

y Provide a uniform basis for comparing candidates from diversebackground.

y Reduce to a considerable octant the labour turnover and which

in turn may result in reduced costs of training.


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INTERVIEWS

A somewhat formal discussionbetween a hirer and an applicant orcandidate.

Typically in person, in whichinformation is exchanged.

Conducted with the intention of

establishing the applicants suitabilityfor a position.


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INTERVIEWEE- Someone being

interviewed; the recipient of aninterview; usually, the one answeringthe questions.

INTERVIEWER- One who interviews;especially, one who obtains aninterview with another for the

purpose of eliciting his opinions orobtaining information for publication.


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Types of Interview Structured interview A quantitative research method commonly

employed in survey research.

The aim of this approach is to ensure thateach interview is presented with exactly thesame questions in the same order.

This ensures that answers can be reliably

aggregated and that comparisons can bemade with confidence between samplesubgroups or between different surveyperiods.


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Unstructured Interview

Questions can be changed or adapted to meetthe respondent's intelligence, understanding orbelief.

Unlike a structured interview they do not offer

a limited, pre-set range of answers for arespondent to choose, but instead advocatelistening to how each individual person respondsto the question.

The method to gather information using thistechnique is fairly limited, for example mostsurveys that are carried out via telephone oreven in person tend to follow a structuredmethod.


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Depth or Action Interview

The goal of the interview is to deeply explore therespondent's point of view, feelings andperspectives. In this sense, in-depth interviews

yield information.

Involve not only asking questions, but thesystematic recording and documenting ofresponses coupled with intense probing fordeeper meaning and understanding of theresponses.

Requires repeated interview sessions with thetarget audience under study.

Occur with one individual at a time to provide amore involving experience.


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GroupDiscussion Interview Group Discussion is a very important round in any

selection process, be it for an MBA course, campusrecruitment or for any graduate/post graduate degree.

The selection committee conducts GD to gauge whetherthe candidate has certain personality traits and/or skills

that it desires in its members, say for example Ability to work in a team

Communication skills

Leadership skills

Reasoning ability

Initiativeness

Creatibility

Flexibility

Ability to think and act independently


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Panel or Board Interview

Several individuals at one time, typicallysitting around a conference table.

The panel interview is a way for theorganisation to judge the communication level,

interaction with a group and to assess theskill level of the candidate.

You will be asked questions from all the panelmembers, sometimes the same question by

different panel members. It is difficult to build the kind of connection

with the interview panel as you can in a one on

one interview.


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Stress Interview

Interview in which the interviewers try to'discomfort' the candidates in various ways andobserve how they react to various difficult situations.

The interviewer may show 'arrogant / sarcastic /

argumentative' attitude and try to put under pressure. Sometimes the interviewer does not ask any questions.

He will be silent and taking some notes about how youare reacting when various questions are being asked.

The basic intention of stress interview is to find outhow you react/speak/answer under PRESSURE.

In stress interview, they generally don't see youranswer is correct or not. They will mainly see how youare handling the situation.


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Functions in conducting an

InterviewPreparation.

The physical setting.Conduct of the Interview.

Close of the Interview.

Final Evaluation.


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Errors in Interviewing

The Halo Effect.

Leniency.Projection.

Stereotyping.


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Interviewee Tips

The interviewee should be dressedformally, and not casually.

Practice, practice and practice inadvance.

Research a lot about the organizationfor which you are being interviewed.

Be punctual. Answer the questions specifically,

truly and undoubtedly.


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TipsContd

Just be yourself. Do not boast aboutyourself.

Do not make negative statements orcomments about your past employer.

Maintain positive body language duringthe interview.


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MEDICALEXAMINATION

Basic purpose is to place persons in jobswhich they can handle without damage totheir health

Indication whether the person is physically

able to perform the job Prevents the employment of those whosuffer from some diseases

Examined by companys physician or amedical officer

Includes medical history, physicalmeasurements, examination of skin, joints,eyes, ears, nose, throat, teeth, chest, lungs,check up of BP & heart, urine & blood testsetc..


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EMPLOYMENT

CONT

RACT

Category of contract used in labourlaw to attribute right and

responsibilities between parties toa bargain. Relationship of economic

dependencies and social

subordination.


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INDUCTION

Technique by which a new employee isrehabilitated into his surroundings andintroduced to the practices, policies andpurpose of the organization

Induction Procedurey Time and placey Supervisor meet and welcome the employeey Administrative work should be completedy Departmental orientationy Verbal explanations are supplemented by printed

materials, handbooks, manuals etc.

Cover things like employee compensationbenefits, personnel policies, employees dailyroutine, safety measures

Orientation check list


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TYPICAL TECHNIQUESOFINDUCTION Three steps are

y General orientation by the staff of the personneldepartment

y Specific orientation by the job supervisory Follow up orientation by the personnel

department or the supervisor

CAREERPLANNING Helping the employees to plan their career with

regard to the organizational needs From the point of entry of an individual to thepoint of his retirement Improves and maintains motivation and morale

of the employees


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PLACEMENT

Final stage in the procurement function The determination of the job to which an

accepted candidate is to be assigned, andhis assignment to that job.

Proper placement reduces employeeturnover, absenteeism and accident rates.

Probation period of 6 months or 1 year.


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selection process in hr

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