Ch06 Selection May 2011 EL

8/6/2019 Ch06 Selection May 2011 EL

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Chapter 6

Selecting Employees &Placing Them in Jobs


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Personnel Selection

Selection begins with the candidates identified through

recruitment.

It attempts to reduce their number to the individuals bestqualified to perform available jobs.

It ends with the selected individuals placed in jobs withthe organization.

The process through which organizations make decisionsabout who will or will not be allowed to join the organization.


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Matching People and Jobs

Selection Considerations

Person-job fit:

identifies required individual competencies(KSAOs) for job success.

Person-organization fit:the degree to which individuals are matchedto the culture and values of the organization.


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Steps in the Selection Process


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Gathering Background Information

ApplicationForms

RsumsReference

ChecksBackground

Checks


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References

Application form and resume provide the names of several

references.

Letter of reference may also be attached.

Background Checks

A way to verify that applicants are as they representthemselves to be.Determine accuracy of information submitted or to determineif vital information was not submitted

Sources of Information Past employment

Educational verification

Criminal records

Motor vehicle records

Credit check


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Employment Tests & Work Samples

Physical Ability Tests

Cognitive Ability Tests Job Performance Tests Work Samples Personality Inventories

Honesty Tests Drug Tests Medical Examinations


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Employment Tests

Cognitive ability test (Intelligence test)

Test designed to measure mental abilities such asverbal skills, quantitative skills and reasoning ability.

Aptitude testsAssess how well a person can learn or acquire skillsand abilities.

Achievement tests

Measure a persons existing knowledge and skills.


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Employment Tests

Work Sample Tests

Require the applicant to take tests that involve a sampleof work/tasks that are actually a part of the work requiredon the job.

Personality test/inventories

Measure a persons personality type

Polygraph Tests

Device that records physical changes in the body as test

subject answers a series of questions The polygraph records, on a moving roll of graph paper,

fluctuations in Blood pressure, respiration and perspiration

Polygraph operator makes a judgment as to whether subjects

response was truthful or deceptive


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Employment Interview

Goal-oriented conversation where interviewer andapplicant exchange information

Continues to be primary method used to evaluateapplicants

Content of the Interview (but not limited to):

Occupational experience

Academic achievement

Interpersonal skills Personal qualities

Organizational fit


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Interviewing Methods

Nondirective Interview (unstructured interview)

Do not have a predetermined checklist of questions Asks probing, open-ended questions

Often time consuming

Structured Interview

An interview in which a set of standardized questions having anestablished set of answers is used.

Situational Interview

An interview in which an applicant is given a hypothetical incident and

asked how he or she would respond to it.

Behavioral Description Interview (BDI)

An interview in which an applicant is asked questions about what he orshe actually did in a given situation.


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Methods of Interviewing

One-on-one interview

Applicant meets one-on-one with interviewer

Group interview

Several applicants interact in presence of one or morecompany representatives

Board interview (panel interview)

Several firm representatives interview candidate at sametime


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Employment Tests

Medical Examinations

Normally given last as they can be costly.

Ensure that the health of an applicant is adequate tomeet the job requirements.


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Communicating the Decision

When a candidate has been selected, the organizationshould communicate the offer to the candidate.

The offer should include: Job responsibilities

Work schedule

Rate of pay

Starting date Other relevant details

Documents

Ch06 Selection May 2011 EL