1. Selection
Dr. Desai

2. Selection – the process by which an
organization chooses from a list of
applicants the person or persons
who best meet the selection criteria
for the position available,
considering current environmental
conditions

3. Internal Environmental Factors
Influencing Selection
 Organization characteristics
that can influence the selection
process:
– Size
– Complexity
– Technological ability

4. External Environmental Factors
Influencing Selection
 Government employment laws and
regulations
 Size, composition, and availability of local
labor markets

5. Selection
 Prediction exercise
– Thus, Not Perfect
 Decision-making
exercise
 Purpose is to hire the
person(s) best able to
meet the needs of the
organization
 Tied Back to Strategy

6. Selection
 Are there ways that managers can ensure
that the decision achieves the desired
outcome? (time and time again)
– Yes, use HR Tools which are Reliable
& Valid

7. Reliability of Selection Criteria
 Degree to which selection tool measures the same thing
consistently
 Can be a test or an interview
 Same questions need to be asked.

8. Validity
 Relationship between selection tool and appropriate
criterion
 What a selection technique measures and how well it
measures
 Must be proven and relevant to job
– E.g.: keyboarding skills for data entry clerk.

9. Selection Criteria
Experience
Formal
and Past
Education
Performance
Personal
Physical characteristics
Characteristics and Personality
type

10. Steps in the Selection Process
Background
Preliminary and Selection
Screening Reference Decision
checks
Employment Employment Physical
Interview Tests Examination

11. The Selection Process
Initial Screening
– Involves screening of
inquiries and screening
interviews.
– Job description
information is shared along
with a salary range.

12. The Selection Process
Employment Interview
Interviews involve a face-to-face meeting
with the candidate to probe areas not
addressed by the application form or
tests
 Two strategies for effective use of
interviews:
1. Structuring the interview to be reliable
and valid
2. Training managers on best interview
techniques

13. The Effectiveness of Interviews
 Prior knowledge about an
applicant
 Attitude of the interviewer
 The order of the interview
 Negative information
 The first five minutes
 The content of the interview
 The validity of the interview
 Structured versus unstructured
interviews

14. Common Types of Interviews
 Non-directive
– Most Latitude
– Questions are open ended
– This can get you into trouble
 Behavioral Description
– As about a situation you have experienced.
– Candidates are observed not only for what they say, but how
they behave.
– Role playing is often used.
 Structured
– Panel
– Situational
• Why is a Situational Analysis Good.

15. The Selection Process
Realistic Job Preview
– RJP’s present unfavorable as well as
favorable information about the job
to applicants.
– May include brochures, films, tours,
work sampling, or verbal statements
that realistically portray the job.
– RJP’s reduce turnover without
lowering acceptance rates.

16. Activity : Interview Questions
 Lets come up with some interview
questions!

17. The Selection Process
Employment Tests
 Estimates say 60% of all organizations use some type
of employment tests.
 Mechanism that attempts to measure certain
characteristics of individuals, e.g.,
– aptitudes
– intelligence
– Personality
– Ability
– interest
 Should be validated before being used to make hiring
decisions

18. The Selection Process
Employment Tests
– Performance simulation tests: requires the
applicant to engage in specific job behaviors
necessary for doing the job successfully.
– Work sampling: Job analysis is used to
develop a miniature replica of the job on
which an applicant demonstrates his/her
skills.

19. The Selection Process
Employment Tests
– Assessment centers: A series of tests
and exercises, including individual and
group simulation tests, is used to
assess managerial potential or other
complex sets of skills.
– Testing in a global arena: Selection
practices must be adapted to cultures
and regulations of host country.

20. The Selection Process
Background Investigation or Reference Checks :
 Verify information from the application form
 Typical information verified includes:
– former employers
– previous job performance
– education
– legal status to work
– credit references
– criminal records

21. The Selection Process
Background Investigation
 Do not always provide an organization with
meaningful information about applicants
 Concerns over the legality of asking for
and providing confidential information
about applicants

22. The Selection Process
Physical Examinations
 Should be required only after a conditional
offer of employment has been made

23. Summary
 Putting more money into
selection can significantly reduce
the amount of money it must
spend on training
 A selection system will make some
mistakes
– No guarantee of successful job
performance