Scribd
Upload
100 views16 pages

Ch06 Selection May 2011 EL

The document discusses the process of selecting employees and placing them in jobs. It describes the steps in the selection process which include gathering background information through application forms, resumes, references, background checks, and employment tests. Employment tests evaluate cognitive ability, personality, honesty, and physical ability. Interviews are also an important part of the selection process and can be structured, situational, or behavioral. The final step is communicating the hiring decision to the selected candidate.

Uploaded by

Hidayah Zahari
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
100 views16 pages

Ch06 Selection May 2011 EL

The document discusses the process of selecting employees and placing them in jobs. It describes the steps in the selection process which include gathering background information through application forms, resumes, references, background checks, and employment tests. Employment tests evaluate cognitive ability, personality, honesty, and physical ability. Interviews are also an important part of the selection process and can be structured, situational, or behavioral. The final step is communicating the hiring decision to the selected candidate.

Uploaded by

Hidayah Zahari
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 16

Chapter 6

Selecting Employees & Placing Them in Jobs

Personnel Selection
The process through which organizations make decisions about who will or will not be allowed to join the organization.
Selection begins with the candidates identified through

recruitment.
It attempts to reduce their number to the individuals best

qualified to perform available jobs.


It ends with the selected individuals placed in jobs with

the organization.

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 matched to the culture and values of the organization.

Steps in the Selection Process

Gathering Background Information


Application Forms Rsums Reference Checks Background Checks

Application Forms
A low-cost way to gather basic data from many applicants. It ensures that the organization has certain standard

categories of information:
Contact information Work experience

Educational background
Skills and abilities Applicants signature Date of application

Rsum
Goal-directed summary of experience, education, and training developed for use in selection process

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 represent themselves to be. Determine accuracy of information submitted or to determine if vital information was not submitted
Sources of Information Past employment Educational verification Criminal records Motor vehicle records Credit check

Employment Tests & Work Samples

Physical Ability Tests Cognitive Ability Tests Job Performance Tests Work Samples Personality Inventories Honesty Tests Drug Tests Medical Examinations

Employment Tests
Cognitive ability test (Intelligence test) Test designed to measure mental abilities such as verbal skills, quantitative skills and reasoning ability.

Achievement tests Measure a persons existing knowledge and skills.


Aptitude tests Assess how well a person can learn or acquire skills and abilities.

Employment Tests
Work Sample Tests Require the applicant to take tests that involve a sample

of work/tasks that are actually a part of the work required on 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

Employment Interview
Goal-oriented conversation where interviewer and

applicant exchange information Continues to be primary method used to evaluate applicants


Content of the Interview (but not limited to): Occupational experience Academic achievement Interpersonal skills Personal qualities Organizational fit

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 an established 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 or

she actually did in a given situation.

Methods of Interviewing
One-on-one interview Applicant meets one-on-one with interviewer
Group interview Several applicants interact in presence of one or more

company representatives
Board interview (panel interview) Several firm representatives interview candidate at same

time

Employment Tests
Medical Examinations Normally given last as they can be costly. Ensure that the health of an applicant is adequate to meet the job requirements.

Communicating the Decision


When a candidate has been selected, the organization

should communicate the offer to the candidate.


The offer should include:
Job responsibilities Work schedule Rate of pay Starting date Other relevant details

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy