Employee selection excercise

EMPLOYEE

SELECTION EXERCISE

GROUP 10 – SECTION A

VENKATESH KAMATH : 141202052

GAUTAM R. : 141202054

BELITA SYLVIA DSOUZA : 141202055

JOYSON SAVIO PEREIRA : 141202056

MURTAZA ALI SIDDIQUI : 141202133

PART 1: [A] EMPLOYEE SELECTION METHOD

Parameters Selection Method Justification

Education Application Form A question on the application form can ask applicants to

describe their education. This selection method makes it easy and inexpensive to obtain this information.

Work Experience

Resume This method is usually practiced, easier to shortlist candidates aswe go through their resume.

Math Skills Analytical problemsolving and reasoning skills.

By this method applicants math/reasoning skills can be judged.

Verification Knowledge

Questionnaire Method

By this method applicants background knowledge about the subject can be obtained .

Interpersonal Skills

Personal Interview By this method applicants ability to interact positively and work efficiently with others can be judged .

Work Motivation

Personality Test By this method applicants commitment towards the work can be assessed .

[B] ASSESSMENTS

Points Highest level of education

10 Bachelor’s level or higher

6 Associate’s degree

3 High school diploma

Reject Less than high school diploma

1. EDUCATION assessed via Application form.

My Assessment :

2. WORK EXPERIENCE assessed via Resume.

My Assessment :

Points Work experience

10 5years and more

6 2 years – 5 years

3 1 – 2 years

Reject No experience

3. MATH SKILLS assessed via Analytical

Problem solving and reasoning skills.

My Assessment :

Points Math Skills

10 Very Strong

6 Good

3 Satisfactory

Reject Marginal

4. VERIFICATION KNOWLEDGE assessed via

Questionnaire Method.

My Assessment:

Points Verification Knowledge

10 Strong

6 Average

3 Satisfactory

Reject Marginal

5. INTERPERSONAL SKILLS assessed via Personal

Interview.

My Assessment:

Points Interpersonal Skills

10 Very Strong

6 Good

3 Satisfactory

Reject Marginal

6. WORK MOTIVATION assessed via Personality

Test

My Assessment :

Points Work Motivation

10 Strong

6 Good

3 Satisfactory

Reject Marginal

[C] SAMPLE APPLICANT INFORMATION

MARIA LORI STEVE JENNA

Education Associate’s

degree

H.S. diploma G.E.D Bachelor’s

degree

Work

Experience

4 years as a

cashier

1 year as a

teller

5 years as a

sales clerk at a

national retail

clothing store

chain

Completed a

semester

internship at a

bank

Math Skills Very strong Marginal Satisfactory Good

Verification

Knowledge

Marginal Strong Satisfactory Strong

Interpersonal

skills

Very strong Good Good Good

Work

Motivation

Good Good Marginal Strong

SCORE OF THE APPLICANTS


Education 6 3 3 10

Work

Experience

6 3 10 Reject

Math Skills 10 Reject 3 6

Verification

Knowledge

Reject 10 3 10

Interpersonal

Skills

10 6 6 6

WorkMotivation

6 6 Reject 10

(A) Which applicants scored best based on the scores you entered

into the table?

ANS: Jenna

(B) What difficulties did you have applying your scoring systems?

ANS: We cannot completely concluded whether the applicant is

eligible or not based on scoring system. As the applicants skills varies

from field to field.

(C) Based on this applicant data, would you make any changes to

your rubrics? If yes, please describe.

ANS: Yes, instead of assigning rejection to applicants below a certain

level we will consider 0 so that it will be easy for us to calculate the

total score of the applicants .

QUESTIONS

PART 2: SELECTION STRATEGYUNWEIGHTED COMPENSATORY APPROACH


Education 60 30 30 100

Work

Experience

60 30 100 Reject


Verification

Knowledge

Reject 100 30 100

Interpersonal

Skills

100 60 60 60

Work

Motivation

60 60 Reject 100

Total 380 280 250 420

1. Who scored the highest?

ANS: Jenna

2. Do you think this person is the best applicant? Why or

why not?

ANS: Yes. Because the applicant has scored comparatively

more marks in all categories even though he has no work

experience.

3. Who scored the lowest?

ANS: Steve.

QUESTIONS

1. Which of the six factors do you consider the most

important in terms of selecting bank tellers? Defend your

choice.

ANS: We consider interpersonal skills as the most important

in terms of selecting bank tellers. This is because a bank

teller needs to communicate with different types of

customers & convince them.

WEIGHTED COMPENSATORY

APPROACH

2. Doubling scores of interpersonal skills :



Work

Experience

60 30 100 Reject


Verification

Knowledge

Reject 100 30 100

Interpersonal

Skills

200 120 120 120

Work

Motivation

60 60 Reject 100

Total 480 340 310 480

3. Of the remaining five factors, which two do you see as the

least important for selecting bank tellers? Defend these choices.

ANS: We consider education & work experience as least

important factors for selecting bank tellers.

This is because the minimum education as we quoted earlier is

high school diploma and hence education is not given high

importance.

Employees can be provided with sufficient training &

development and hence work experience is not given much

importance.

4. Dividing points by half for education &

work experience :



Work

Experience

30 15 50 Reject


Verification

Knowledge

Reject 100 30 100

Interpersonal

Skills

200 120 120 120

Work

Motivation

60 60 Reject 100

Total 420 310 245 430

FINAL REVISED TABLE



Work

Experience

30 15 50 Reject


Verification

Knowledge

Reject 100 30 100

Interpersonal

Skills

200 120 120 120

Work

Motivation

60 60 Reject 100

Total 420 310 245 430

QUESTIONS

1. Who scored the highest?

ANS: Jenna.

2. Do you think this person is the best applicant? Why or

why not?

ANS: Yes we consider Jenna as the best applicant because

he has the highest total score and he has scored well in all

the categories.

3. Who scored the lowest?

ANS: Steve.

CONTD.

4. When you compare your answers using the

unweighted to the weighted approach, which approach

do you think was better? Why?

ANS: We consider the weighted approach as better

because we assign more weight to the most important

factor & assign lesser weight to the least important

factors.

NONCOMPENSATORY STRATEGY

CUTOFF FOR EACH ASSESSMENT

Education The applicant must have at least a high school diploma or

G.E.D.

Work Experience The applicant must have at least 1 year work experience or

internship.

Math Skills The applicant must have satisfactory math skills.

Verification Knowledge The applicant must have satisfactory verification knowledge.

Interpersonal Skills The applicant must have satisfactory interpersonal skills.

Work Motivation The applicant must have satisfactory work motivation.

QUESTIONS

1. Which applicant remains?

ANS: Lori & Jenna.

2. If no applicant met all the cutoffs, would you rather lower the cutoffs

or restart the recruiting process? Why?

ANS: We would prefer to lower the cutoffs as restarting the recruitment

process would be more time consuming.

3. If many applicants exceed the cutoffs, would you rather exceed the

cutoff levels, hire all remaining appliants (if possible) or take a

compensatory approach for those that exceeded all of the cutoffs?

Why?

ANS: We would prefer to increase the level of cutoffs. Increasing the

level of cutoffs would enable us to select the most eligible candidate

out of all the applicants

MULTIPLE HURDLE SYSTEM

REJECTED APPLICANTS

Education None are rejected as all applicants have at least a high

school diploma or G.E.D.

Work Experience None are rejected as all the applicants satisfy the minimum

requirement.

Math Skills Lori is rejected.

Verification Knowledge Maria is rejected.

Interpersonal Skills None are rejected as all the applicants have satisfactory

interpersonal skills.

Work Motivation Steve is rejected.

QUESTIONS

1. At the end of hurdle 6, which applicant(s) remained?

ANS: Jenna.

2. What would you recommend if you had no remaining applicants or several

applicants remaining?

ANS: We would increase the cutoffs.

3. Do you prefer this method over the multiple cutoff method? Why or why not?

ANS: No, we prefer the multiple cutoff method because it is easier to select the

applicant whom we prefer & reject the ones whom we do not prefer.

The bank compiled selection data on three racial

groups during the past year:

Number Applied Number Hired

Caucasians 90 27

African-Americans 50 10

Latinos 40 10

PART 3: EVALUATING THE SELECTION

SYSTEM

QUESTIONS

1. The selection ratios for the three groups are:

Formula:

Selection Ratios = (number hired/number applied)*100

ANS:

Caucasians = (27/90)100

= 30

African-Americans = (10/50)100

= 20

Latinos = (10/40)100

= 25

2. Does adverse impact exist when you compare the

African-American applicant pool with the Caucasian

applicant pool? Show your work.

ANS: Yes. adverse impact exist when we compare the African-

American applicant pool with the Caucasian applicant pool.

Selection ratio of African-American=20% (minority group)

Selection ratio of Caucasian=30% (majority group)

20%/30% = 66.66

The result is less then 80% ,therefore an adverse impact occurs.

3. Does adverse impact exits when you compare the Latino

applicant pool with Caucasian applicant pool? Show your

work.

ANS: No, adverse impact doesn’t exist when we compare the Latino

applicant pool with the Caucasian applicant pool.

Selection ratio of Latino=25% (minority group)

Selection ratio of Caucasian=30% (majority group)

=25%/30% = 83.33

The result is more then 80% ,therefore an adverse impact doesn’t

occur.

The table below shows data about the 200 tellers

employed at the bank.

Poor Hire Good Hire Totals

Strong Applicant 20 80 100

Weak Applicant 70 30 100

DECISION - MAKING STRATEGY

QUESTIONS

1. Calculate the total hit ratio by adding the correct prediction then diving that number the total number of decision made. What is this percentage? Do you think this percentage is impressive?

ANS: Strong applicant :80

Weak applicant:30

Total decision made on 200 employees

Hit ratio = (80+30)/200

=110/200

=0.55

Percentage of hit ratio =0.55*100

=55%

No, the hit percentage is not that impressive .

2. What percentage of weak applicants turned out to be good hires?

ANS: 30%

3. What percentage of strong applicants turned out to be good hires?

ANS: 80%. This percentage is known as the positive hit ratio.

4. Compare your answer to question 2 and 3 . Do you think the bank’s

system is effective?

ANS: No the banking system is not that effective because we have got

only 80 good hires out of 100 which is not very impressive because we

were expecting that strong applicants turn out to be good hires .

PART 4: REFLECTION ON EMPLOYEE

SELECTION

1. You have made a number of decisions in creating,

implementing and evaluating a selection system for bank

tellers. Which of these decisions do you think is most critical?

Why?

ANS : We think that evaluating a selection system for bank

tellers is not an easy task because it is very to find the right

person for the right job. This is one of the greatest challenge

faced by all.

2. An employee selection approach to hiring is more complex than hiring employees based on who they know or casually scanning a resume and asking a few “off the cuff” questions for an interview. When you think about your work experiences, do you think the organizations you worked for took an employee selection approach when training?

ANS: Yes. The organization has adopted employee selection approach while training.

3. If you answered yes to question 2, do you think the organization was effective in hiring employees? If you answered no to question 2, do you think the organization should have adopted a selection approach to hiring? Explain your response.

ANS: Yes, the organization was effective in hiring employees.

4. What do you perceive as the overall advantages and disadvantages of an employee selection approach to hiring?

ANS:

Advantages:

Wide pool of talent.

Highly motivated.

Job commitment.

Disadvantages:

Time consumed is more.

Difficult to select the right person for the right job.

Involves more cost.

5. After reflecting on this exercise, would you recommend an

employee selection process to hiring for virtually any job? Why or

why not?

ANS: Yes we would recommend this process. This is because

through this process we can assess the applicants on basis of

various factors and conclude whether they are fit for a certain

job or not.

THANK YOU

Business

Employee selection excercise