1. SELECTION
HRM
WK 5
Dr. Shohail M. Choudhury
Dr. Shohail Choudhury 1

2. Aims and objectives of Selection
 To predict potential job performance
 To compare candidates and find ‘the best
fit’
 To inform candidates as accurately
possible
 To provide best possible impression of the
organisation
 To comply with legislation
 To provide information for other HRM
processes.
Dr. Shohail Choudhury 2

3. A Systematic Approach of Selection
 Initial Steps. Acknowledgement letter, sending
application form etc.
 Set each application against key criteria in the
advertisement
 Sort applications into ‘possible’, ‘unsuitable’ and
‘marginal’.
 A shortlist for interview.
 Invite candidates for interview
 Interview
 Reinforce interviews with selection testing
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4. A Systematic Approach of Selection
 Check the references of short-listed candidates
 Institute follow-up procedures for successful
candidates
 Offer of employment
 Draw up a contract
 Arrange work-permit, in case of cross-border
recruitment
 Plan initial induction
 Review uninterviewed possible-s and put in
reserve or hold
 Send standard letters to unsuccessful candidates
 Keep records of criteria and processes used in
decision making
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5. Legal Framework of Selection
 Discrimination
 Application forms should not include any
questions which are not work-related
 Medical references can not be taken
because of possibility of age discrimination
 Interview procedures and documentation
should be free from discrimination
 Selection tests should demonstrably avoid
favouring particular groups.
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6. Privacy and Data Protection
 Data Protection Act 1998
 The right of employees to access their personal
files, to be informed about the purpose of data
collection and approval for other uses
 Requirements for the adequacy, up-to-date ness
and security of information
 Additional safeguards on the collection of data
about race, ethnic origin, religious and political
beliefs, health, sexual orientation, criminal
activities (except for the purpose of racial
equality monitoring) etc.
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7. LEGISLATIVE FRAMEWORK
Key points in relation to recruitment:
 Sex and race
 The Sex Discrimination Act 1975 (amended 1986)
 The Race Relations Act 1976 (amended 2003)
 The Employment Equality Regulations 2003
 Disability
 The Disability Discrimination Act 1995
 Age Diversity
 The Employment (Age) Regulations 2006
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8. Selection Methods
 Interviews
 Evaluation of education and experience
 Selection testing: Written tests of ability and
aptitude, personality, simulate job related
activities, portfolios of work.
 Background and Reference checks.
 Bio data analysis
 Handwriting analysis
 Group selection methods or selection centres
 Physical/Medical testing
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9. Selection Interviews
 Individual or one-to-one interview
 Disadvantage: Biased or superficial
decision
 Panel Interviews
 Large panels or selection boards
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10. Activity
 Think back a selection interview you
have had, for a job, school or place at
college?
 What sort of interview did you have:
formal or informal? Panel or one-to-one
 Was it well conducted?
 Did you get good impression of the
organisation?
 What efforts made to put you at your
ease?
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11. Interviewer Skills
 Creating effective questions
 Creating appropriate climate
 Rapport building, trust, relationship
 Active listening
 Using questions types intentionally
 Using and interpreting non-verbal cues
 Identify shallow responses and probe and
challenge when necessary
 Being alert to the influence of first
impressions and other bias
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12. Limitation of Interviews
 Limited scope: to brief
 Limited relevance
 Artificiality: Best behaviour or nervous
 Errors of judgement
 First impressions, Bias or logical error
 Lack of skill and experience by
interviewers
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13. Selection Testing
 Measuring mental capacities
 Psychometric Testing
 Types of tests are commonly used
 Intelligence or cognitive tests
 Aptitude tests
 Personality tests
 Emotional Intelligence
 Proficiency and attainment tests
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14. Intelligence or cognitive test
 Tests of general cognitive ability
 Which test
 Memory
 Ability to think quickly (perceptual speed,
verbal fluency)
 Ability to think logically (inductive
reasoning)
 Problem solving skills.
 Employers’ lack of trust on GCSE/A
level exam
 Validity of such IQ tests are disputed.
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15. Aptitude Tests
 To predict individuals potential for
performance in a job or learning new skills.
 Reasoning: Verbal, numerical, abstract/Visual
(identifying shapes)
 Spatio-visual ability: practical intelligence, non-
verbal and verbal ability
 Perceptual speed and accuracy (clerical ability
to identify errors in a written paper)
 Psycho-motor ability: mechanical, manual,
musical and athletic ability.
 Depends on the nature of job.
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16. Personality Tests
 Measure a variety of characteristics
 Skill in dealing with other people
 Ambition
 Motivation
 Emotional stability.
 16PF (Personality Factor)
 Myers-Briggs Type Indicator
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17. Emotional Intelligence (EQ)
 EQ recognises our own feelings and those
of others, for motivating ourselves, and
for managing emotions will in ourselves
and in our relationships.
 More complex the job more EQ matters.
 Emotional competence accounts for some
70% of the competences listed by an
organisation.
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18. Proficiency and Attainment Test
 Test directly related to job
 Audio typist: dictation tape and typing test
 Activity
 What kind of proficiency test you suggest
for:
 Admin assistants
 Airline pilots
 Magazine editors
 Telephone operators
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19. Group Selection Methods
 These are appropriate for assessing
 Social
 Intellectual skills : Situational problem solving
 Attitudes: political, racial or religious, attitude to
authority, willingness to take risk.
 Techniques used
 Group role-play exercise
 Case studies
 In-tray exercises : simulating work-load
 Leaderless discussion groups (LDGs)
 Typical job problem.
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20. Purposes of Group Selection
 Longer opportunity to study candidates
 Reveal management skills –
negotiation, persuasion, leadership
 Performance in work team
 Comparability between candidates
 Panel of assessors likely to be correct
then single interviewer.
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21. Follow up Procedures
 Reference Checking
 At least two: personal/employer
 Offer of employment
 Oral offer : written offer
 Contracts of employment
 Dealing with unsuccessful applicants
 Promptly informed
 Rejection should be positive
 Offered the opportunity of feedback
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22. Written Particulars of Employment
 Employers must give an employee
 Who works at least eight hours a week
 Within two months of employment
 (Employment Rights Act 1996)
 The statement should include:
 Names of Employer and Employee
 Title of job
 Pay and hours of work
 Holiday, sick leave, sick pay entitlements
 Pension scheme
 Length of notice of termination
 Disciplinary procedures, grievance procedure
 Rules on health and safety at work
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23. Activity
You are making a recruitment and
selection plan for a new retail chain
which will sell fresh and healthy
products only.
 What selection methods will you use to
select customer assistants for this
retail supermarket?
(Reference: Virgin Atlantic)
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