CHAPTER 5 SELECTION PREVIEW q The definition of

CHAPTER 5 SELECTION

PREVIEW q The definition of selection q The significance of selection q The selection process. q The issues and problems relating to selection.

SELECTION �Selection involves choosing the most suitable candidate from among a group of applicants for a particular position in the organization.

SIGNIFICANCE OF EMPLOYEE SELECTION If individuals are overqualified, underqualified, or for any reason do not fit either the job or the organization’s culture, they will be ineffective and probably leave the firm, voluntarily or otherwise.

� Application forms and curriculum vitae (CV)/ biodata/ resume. � Reference checks � Tests � Interviews � Assessment center activities. No single technique can be relied on to give accurate results. Organizations must use a number of different ways of collecting information about applicants to ensure the validity of the information received.

Application form should adequately summarize the candidate’s background, skills, abilities and accomplishments The sections on a form can be divided into: � Personal details of the applicant (name, address, contact number, email, IC, age, gender, status) � Educational qualifications (school/college, level of qualification obtained, year of qualification received, grades for every subject taken) � Working experience (list of past employers, jobs held, time span for each job, salary paid) � Specific skills (poor, good, excellent for language, both verbal and written, computer literacy) � Interest or recreational activities � Declaration that all information is accurate.

In 1992, a major shipping company offered the post of Manager in the Performance Audit Department to a job applicant after conducting an interview. In 2001, the manager was appointed Head of Internal Audit in the company. In August of that year, the company decided to conduct a survey of their employee records in order to scan them electronically. It was found that there was no copy of the manager’s academic or professional qualifications on his file, so he was requested to submit a copy of his Institute of Cost and Management Accountants (ICMA) certificate, as according to his job application form, he held this qualification. When he was unable to provide the certificate to the company, he was suspended from work and a domestic inquiry was held. He was found guilty of the charge of falsely declaring to the management that he had obtained the professional of ICMA and he was dismissed. The manager made a claim under Section 20 of the Industrial Relations Act for reinstatement of his employment. Even though the dismissal took place nine years after the hiring of the manager, the Industrial Court decided that the dismissal was with just cause or excuse as he had misled the company. Source: Industrial Court Award No. 2250, 2005

�A resume also contain name of referees whom will be used by HR department by contacting them directly by spoken to faceto-face or over the telephone OR referees can fill in a standardized form by employer. � Prospective employers conducts checks on applicant’s activities such as You. Tube, Twitter, Linked. IN, Facebook and blogs.

� Valid: the intention of measurement; should test the ability of an applicant to perform a particular job. A high test score mean that the applicant will be able to do good work. � Reliable: Consistent results will gain if repeated of if different testers are used. � Type of tests: 1. Performance tests 2. Aptitude tests 3. Personality tests 4. Intelligence tests 5. Medical tests

� Driving tests � Keyboarding tests � Language tests � Computer usage tests � Machine usage tests

� Attempt to discover a person’s potential ability and talents. � Different jobs require different aptitudes such as; account clerks need numerical aptitudes, production line need manual dexterity. � Useful to the employer wishing to recruit trainees and apprentices fresh out of school who have no technical background or work experience to prove their abilities. � Reputable test will allow candidates to take test online and results may be given almost immediately.

� Consists of a series of questions which the candidate must answer in a given time period such as, ‘ Which do you prefer: routine or constant change? Or ‘ In group, do you introduce yourself or wait to be introduced? � Projective tests like ink-blot tests need interpretation � Study of handwriting

To determine whether applicants are physically fit for the job being offered and whether they have any diseases that could be a problem once they are employed. � Reasons: 1. To ensure that the applicant qualifies for the physical requirements of the position 2. To discover any medical limitations of the applicant 3. To establish a record and baseline of the applicant’s health 4. To reduce absenteeism and accidents by identifying health problems 5. To detect communicable diseases that may be unknown to the applicant. �

Aims of an interview are: � to assess communication skills, � to explore applicant’s background, � to see if applicant has the experience and knowledge necessary to do a good job, and � to look for hints of personality traits which may be important for success on the job Good interviewing requires concentration on 3 phases of the process: 1. Planning prior to the interview 2. The interview itself 3. Follow-up action after the interview

� The timing: deciding on the duration for each interview session which the length of interview will depend on the level of vacancy and number of interviewer. � The venue � The topics for discussion: the interviewer must understand the JD and JS and have read candidate’s application form before he begins the interview.

� Avoid stress techniques � Establish rapport � Ask the right questions

1. Nepotism � The hiring of family members or close friends to fill vacancies in an organization. � Is a norm for small family businesses. � Is nepotism to be encouraged or discouraged? 2. Employment of Children � Should children be permitted to work? 3. Hiring Older Workers Should older workers be recruited? � What problems may arise if older workers are hired? � 4. Employment of Foreigners � What problems are faced by employers when they hire foreign workers?

ENVIRONMENTAL FACTORS AFFECTING THE SELECTION PROCESS • • • Speed of Decision Making Organizational Hierarchy Applicant Pool Type of Organization Probationary Period

SELECTION PROCESS Recruited Individual Selection Tests Selection Decision Preliminary Interview Employment Interviews Physical Examination Review of Applicants and Resumes Pre Employment Screening: Background & Reference Checks Employed Individual Selection Tests

PRELIMINARY INTERVIEW Basic purpose of the initial screening of applicants is to eliminate those who obviously do not meet the position’s requirements. At this stage, the interviewer asks a few straightforward questions. • Telephone Interview The goal of the phone interview is to cut down on wasted time and effort in the recruiting process.

THE SELECTION INTERVIEW Factors which influence the effectiveness of a selection interview: q Timing q Venue q Planning q Skills of the interviewer(s) q Questioning techniques used

THE SELECTION INTERVIEW (cont. ) Research into selection interviews shows that they are mostly: Invalid and unreliable At the very least, interviews should be combined with other selection techniques.

INDUCTION New recruits face ‘reality shock’. New recruits are anxious and stressed out. An effective induction program helps new recruits to adjust to their working environment and helps them become productive team members in a short period of time.

INDUCTION (cont. ) Organizational Issues History Product or service Structure Policies and rules Physical layout Introductions To supervisor To co-workers To trainers Employee Benefits and Procedures Wages Rest breaks Holidays Benefits Job Duties Job location Relationship to other jobs Overview of job

INDUCTION (cont. ) Issues q How much information and what information should be given to new recruits? q When should the induction be held? q What problems may arise if the participants are diverse? q What may happen if the information disseminated is not accurate?