Selecting the Right Person

8/9/2019 Selecting the Right Person

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Selecting The Right

Person for The JOB

By

Vignesh.S

&

Shyam Prakash.S

Selecting The Right

Person for The JOB

By

Vignesh.S

&

Shyam Prakash.S

Know

YourPeople


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Companies Have Two

Kinds ofChallenges

PeopleChallenges

SystemsChallenges


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IF YOU CANT MEASURE

ITYOU CANT MANAGE IT!!!


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Retention &Development

Selecting theRight People

PerformanceFeedback

Productivity

What Every Organization Needs To Know

CustomerService

EffectiveManagement

TeamCompatibilit

y

YourCompany


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Have you everhiredsomeone who

didnotreach yourexpectations?


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4Invalid Hiring CriteriaDr. Herbert M. Greenburg

Hiring in Own Image

Hiring Based on Experience

Hiring Based on Education

Pirate from Competitor


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People Fail in Jobs..

not because they cant do

the Job.but rather, because they

dont match the Job.


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Utilize All Of Your Resources

Interview

Background Checks &Integrity Testing

Personality Testing

Ability Testing

Interest Testing

Job Matching 75%

66%

54%

38%

26%

14%

Psychological Bulletin Vol. 96, No. 1, August 1994

Professor Mike Smith, University of Manchester

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++

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Put the right person in theright job, train and motivatethem, give them an opportunity

for advancement, and yourcompany will grow and prosper

J.W. Marriott


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First who

Then what. Level 5 leaders startwith people, then tackle strategy.

First ask the question, Who should be

on the bus? And who should be off? And

who should be in which seats? Then

turn your attention to where youre goingto drive the bus.

James C. Collins, author ofFrom Good to Great


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Three building blocks

of execution:I. Leaders with the right behavior

II. Culture rewarding execution

III. Consistent system for getting right

people in right jobs

Execution: The Discipline of Getting Things Done

by Larry Bossidy & Ram Charan


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The job no leader should

delegateHaving the right people in

the right place.

Execution: The Discipline of Getting Things Done

by Larry Bossidy & Ram Charan

Building blockIII


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Lets make the leap!

Make the leap from good to great with the

right people decisions.

Identify key attributes of top performers.

Use this information, get the right peopleon the bus.

Promote your people into the right

positions.

Retain top performers

Maximize employee performance


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Exactlywhat will

You get?

Targeted recruitment and selection.

Effective promoting.

Targeted coaching information.

Increased productivity.

Performance management system.


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Introducing Profiles

Why Human Capital Advantage andProfiles International Assessments:

A proven way to:

Select the right people

Maximize employee performance

Retain your top performers


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The job match:

Select the right people

Not exactly, but you can use this system:

Gather information from top performers or useinformation from other organizations top

performers, create a job match pattern (your

Benchmark).

Assess candidates against this benchmark that

you hire people who fit!

Get coaching and performance management

information for present and future employees.

Can you clone top performers?


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Blueprint of ideal candidate

Think of the shaded

areas as your top

performers DNA.


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Three areas of measurementMeasures how well the candidate

can do the job.

Measures whether the

candidate will do the job.

Measures how the person

will do the job.2

1

3


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Example of agood job match

Indicates the candidates

Job Match for this position.

Top performers constitutethe job match (shaded

areas).

Numbers are the

candidates scores.

89%

Job MatchPercentage

95%

Job Match

Percentage

93%

Distortion 8

Job Match

Percentage

70%

The Job Matching

process for Interests is

concerned with the top

three interests of a Job

Match Pattern and how

a candidate's top three

interests match. The

three top interests for

this Pattern are

indicated and ranked

from top to bottom.


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Job Match

Percentage

35%

Job Match

Percentage

50%

Distortion 7

Job Match

Percentage

59%

The Job Matchingprocess for Interests is

concerned with the top

three interests of a Job

Match Pattern and how

a candidate's top three

interests match. The

three top interests for

this Pattern are

indicated and ranked

from top to bottom.

Overall match of thiscandidate is low.

The candidatesscores fall outside thepattern: poor match.

46%Example of a

poor job match


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Types of reporting available

Individual Report can go to the employee

Placement Report shows whether thecandidates competencies fit the job

Multi-Job Match Report shows howemployee fits other positions

Coaching Report for performance

management

Job Profile Report & Summary Reports


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Several reports available:

What do you get from them?Placement Report:

Data for deciding good or bad job fits

Probing questions for interviews

Information on the person

Coaching Report:

Hiring information: What will I have to do?

Coaching the employee according to unique strengths andweaknesses based on job fit

Other Reports: Job fit tool to use in other areas of the organization, good for

reorganization or succession planning

Self-development tools


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THE REC

RUITME

NTPROCESS


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DEFINITION

The process by which a job vacancyis identified and potential employees arenotified.

The nature of the recruitment processis regulated and subjectto employment law.

Main forms of recruitment throughadvertising in newspapers, magazines,trade papers and internal vacancy lists.


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Continued

Its the process of finding the suitable

from the eligible.

Eligible-Qualified for the job.Suitable-Can do the job well.

Should assess actual skill rather thanpast experience.


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MANPOWER

PLANNING

JOB

ANALYSIS

RECRUITME

NTSELECTION

PLACEMEN

T

RECRUITMENT INAN

ORGANIZATION


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GENERAL APPROACH

Job description requirement of the job

and type of tasks to be carried out.

Job specification outline

of the skills and qualities required

of the post holder.

Interview most common method.


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CONTINUED..

Aptitude testing assessing the skillsof applicants.

Presentation looking for different skillsas well as the ideas of the candidate.

Other procedures- References will needto be taken up, medical examinationmight be needed.


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THANK U.

Documents

Selecting the Right Person