Chapter 7 Selecting Employees Definition Selection The process

Chapter 7 Selecting Employees Definition Selection The process of choosing the individual who can success fully perform the job from the pool of qualified candidates. Job analysis human resource Planning & recruitment are necessary prerequisites to the selection

Completion and screening of the application from Preliminary interview The Selection Process Screening Devices Employment testing DIAGNOSTIC INTERVIEW Reference checking Physical examination: Required only individual who is offered the position. Job offer is contingent on individual passing physical examination. Final decision

Employment Application Form 1)E E O C Requirements race, colour , religion, arrest& conviction record, credit rating 2)Processing review information by the use of weighted application forms that assign different weights or values to different questions. 3)Accuracy of Info is open to debate, some employees are asked to sign a statement to Certify that the info are correct 4)Applicant flow record is a form used completed voluntarily by a job applicant &used by an employer to obtain info that could be used to illegally discriminate

Preliminary Interview . Is used to determine whether the applicant's skills, available jobs in the org. . To explain to the applicant the available jobs& their requirements. Conducted by HR Specialist. Screens out unqualified

Formal Testing Aptitude Means of measuring a person's capacity or latent ability to learn & perform a job Psychomotor Measures a person's strength dexterity & coordination Job knowledge measures jobrelated knowledge written oral proficiency applicant can do a sample of the work

Interest tests are designed to determine how a person's interests compare with the interests of successful people in a specific job. Indicate the vocation the applicant is most interested Personality Poly graph Tests or lie detector is a device that records Measure physical change's in a personality person's body as he traits answers questions. There is a correlation between fear quilt, stress i. e. psychological Test p. 138 change & the questions

Second follow-up Interview Types of Interviewers Structured conducted according a predetermined outlive +all pertinent info is covered systematically conducted without a predetermined checklist Un structured of questions +provide a more relaxed atmosphere Stress Group Board or panel designed to place interviewee under stress pressure + interviewer assumes a hostile & antagonistic attitude toward the interviewee Detect high emotional person Several job applicants are questioned together in a group discussion. Two or more interviewers conduct a single interview with the applicant

Problems in Conducting Interviews Initial Impressions The interviewer draws conclusions about a job applicant with in the first 10 minutes of the interview Halo effect Over generalizing Occurs when an interviewee single may not behave prominent exactly the same way characteristic of on the job as during the employee to the interview. Influence their Personal preferences, judgment on prejudices &biases several items of cause problems in conducting interviews a performance appraisal

Conducting Effective Interviews Problems associated with interviews can be partially overcomes through careful planning. First careful attention must be given to selecting &training interviewers Second plan should include an outlive specifying the info to be obtained &the questions asked Third The inter viewer should attempt to put the applicant at ease & not put him on the spot Fourth The facts obtained should be recorded Fifth The effectiveness of the interview process should be evaluated by comparing the performance ratings against assessments during interviews.

Reference checking . Before or after the second interview. . Conducted by telephoning previous employers . Government legislation has influenced the process. privacy A ct of 1974 prevents government agencies form making their employment records available to other organizations without the consent of the individual involved. Statements should be signed by the applicant

Physical Examination Required for the individual who is offered the job . Is the applicant physically capable of performing the job , eligibility for group life, health & disability insurance . Tests related to applicant's ability to perform job- related functions

Making the Final Selection Decision Select the most qualified, The responsibility is assigned to different levels of management. In some organizations the manager does the final selection , in others HR department , in small organizations the owner does, other alternative is involving peers. sometimes an assessment centre is involved.

Validation of Selection Procedures Criteria of job success ways of specifying now successful performance of the job is to be measured (production &personnel data) Criterion Predictors Factors such as education, work experience &scores on tests that are used to predict successful performance of a job

Relationship between job Analysis& validity Job analysis Job specification ob description Facilitates the development of criterion predictors Facilitates the development of criteria Examples include of job success 1. Education Examples include 2. Previous work experience 3. Scores on company -administered tests 1. Performance appraisals 4 -Data from application forms 2. Production data 5 -PERFORMANCE Appraisals 3. Personnel data(rate of tardiness, 6 -Reults from employment interviews absenteeism, and turnover) Reliability refers to the extent to which a criterion predictor produces consistent results if repeated measurements are made. Validity refers to how well criterion predictors actually predict the criteria of job success.

Validity how accurately a predictor predicts the criteria of job success Predictive Validity established by identifying the predictor adminstring it to applicants & hiring people to fill the available jobs without regard to Test scores & later correlate with job performance Concurrent Validity established by identifying a predictor administering it to current employees &correlating the test data with the current employee's job performance Content extent to which the content of selection, procedure or instruments representative of imp. Aspects of job performance Construct extent to which the selection criterion measures the degree to which Job candidate have identifiable characteristics determined to be imp. For successful job performance

Reliability Refers to the extent to which a criterion predictor predicted produces consistent results If repeated measurements are made Three methods Test-retest Testing a group &give them the test later, the higher the correlation a efficient , the reliability of the test. Parallel/alternative forms Two separate but similar forus of tests would be constructed /Same groups tested at two different times Split- halves Method of showing test's reliability involving the test into halves scores of 2 groups are correlated

Uniform Guidelines on employees selection Process Provide framework for determining the proper use of tests & selection procedures in empl. decisions Adverse or Disparate Impact Condition that occurs when the selection rate for minorities or women is less that 80 percent of two selection rate for the majority group in hiring, promotion, transfers, demotions, or any selection decision. Rule of thumb: 4/5 ths or 8% rule A limit used to determine whether or not there are serious discrepancies in hiring decisions & other employment practices affecting women or minorities. Incident p. 150 the pole climbers