2. Introduction
Key to organizational effectiveness
Organizational systems (well established
procedures and systems)
Inviting applications, reference, background
check, testing and interviews
External hiring is expensive
Definition:
The process of gathering and assessing
information about job candidates and
ultimately making decisions about personnel.
4. Job Application Form
Enables the recruiter to:
Assess basic qualifications and technical
skills required for a job
Assess relevant work experience
Assess applicant’ suitability
Assess cultural and social fit of the candidate
Reach a decision to process the case further
or not
5. A well conceived Selection Test
should have the following qualities:
A high degree of validity – that it should be
capable of measuring attributes which it
seeks to evaluate in the candidate.
A high degree of reliability – that it should
provide results which have a high degree of
consistency among the various candidates.
6. Tests
Cognitive ability test (Cognitive ability tests
measure verbal, numerical and abstract
reasoning and the resulting score reflects the
person's ability to acquire, retain, organise
and apply information)
7. Intelligence Tests
Intelligence Tests are administered to
measure the candidate’s ability to think
logically, analyze the pros and cons of
problems and make rational decision.
Intelligence Tests may also be used to
determine the candidate’s understanding of
social values and customs.
8. Proficiency Test
Proficiency Tests are designed to evaluate
the candidate’s level of skills, expertise and
competence to perform the particular task for
which the individual is being considered for
recruitment.
9. Aptitude Test
Aptitude Tests are conducted to ascertain the
candidate’s ability to work with others in a
team environment, handle work-related stress
and cope with the various demands of the
job.
10. Specific ability test
(to check specific abilities of potential candidates)
Hands coordination test
Communication skills test
Determination test
Movement detection test
Differentiation attention test
Labyrinth test
11. Personality test
A personality test is a questionnaire or other
standardized instrument designed to reveal
aspects of an individual's character or
psychological makeup
MBTI
16 Personality Types
Two major Types A & B
12. Motivational test
A motivation questionnaire can be used to
understand which situations may increase or
decrease your motivation and can assist in
securing your job satisfaction. These types of
questionnaires try to rate how conditions found
in the workplace could affect your motivation
(i.e. whether you would work harder or not in a
given situation). As with the personality
questionnaire, there are no right or wrong
answers.
13. Dispositional Test
(to assess mood and temperament of potential candidates)
Stress
Anxiety
Self-esteem
Locus of control
Generalised self-efficacy
Emotional stability
14. Assessment Centers
Trained assessors
Make judgments about behavior
Simulations
IBM, Ford, AT&T, Office Depot
In-Basket
Leaderless Group Discussion
Oral presentation
Role play
RJP
15. Interviews
One basis used by all organization
Stand alone or used with/followed by tests
Time and cost
Reliable or unreliable
Preparation
Interview itself
After the interview
17. Limitations of interviews
1. Tossing a coin
2. Can do will do
3. Stereo typing/ halo effect
4. Error of judgment
5. Scaling/ rating a candidate
6. Chance response
18. Negotiation
Induction
Orientation program
‘Welcome aboard’ and introduction to immediate
colleagues and other workers.
Briefing on the job and its requirements. Job description
could be useful.
Policies, procedures and practices at workplace. An
employee handout can be given to the new recruit.
HR manual and other terms and conditions of
employment.
Sharing of vision and core values.
Briefing on training and development procedures.
Ethical issues
