Arif Taslim (08)Kavita (18)Monika (22)Puja Kumari (31)Sakshi Ahuja (35)

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Contents

• Definition• Recruitment and selection• Importance of selection• Advantages of selection• Selection process• Selection tests• Types of selection tests• Types of interview

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• Methods of interview• Problems during interview• Background investigation and reference check• Job offer and contract• Interview of Maruti’s HR.

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Selection

• The process of choosing from a group of applicants the individual best suited for a particular position in an organization

• Goal of the selection process is to properly match people with jobs and the organization

• Individuals overqualified, under qualified, or do not fit either the job or the organization’s culture, will probably leave the firm

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Recruitment and Selection Searching the candidates

for employment and stimulating them to apply for jobs in the organisation

Recruitment is a positive process

concerned with tapping the sources of human resources

Involves the series of steps by which the candidates are screened for choosing the most suitable persons

selection is a negative process

concerned with selecting the most suitable candidate through various interviews and tests.

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High performance of employees from the beginning.

High costs for hiring (selection cost, induction and training/development cost, labor turnover cost)

Helps to cut Costly legal implications of incompetent hiring (negligent hiring litigation)

Evaluate, hire, and place job applicants in the best interests of both organization & individual

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Selection decisions outcomes

Unsuccessful

Correct Decision

Reject Error

Accept Error

Correct Decision

Accept Reject

Successful

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How to avoid litigation

Carefully scrutinize

Ask about gaps in employment

Get written authorization for reference checks

Save records

Reject applicants

Take immediate action

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Advantages of Selection

• Reliable and accurate means of selecting qualified candidates

• Identify attitudes and job-related skills

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Selection Video

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Reference andBackground Checks

SelectionDecision

Physical / MedicalExamination

EmployedIndividual

EmploymentInterview

SelectionTest

PreliminaryReview

Evaluation ofApplication

RecruitedIndividual

External EnvironmentInternal Environment

Rejected

Ap

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Th

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elec

tion

Pro

cess

Th

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tion

Pro

cess

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Evaluation of Application Forms• Evaluation of Application Forms is also called as Application

Blank

• It is used as a device to screen the candidates at the preliminary

level

• Generally, personal background information, educational

attainments, work experiences, salary, personal details and

references are included in the application form

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Preliminary Review• Selection Process often begins with Preliminary Review

• Basic purpose of this review is to eliminate the applicants who obviously do not meet the job requirements

• This may be done by – telephone interviews or– videotaped interviews or– virtual job interviews

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Characteristics of Properly Designed Selection Tests

• Standardization - Uniformity of the procedures and conditions

• Objectivity - Everyone scoring a test obtains the same results

• Norms - Frame of reference for comparing an applicant's performance with that of others

• Reliability - Provides consistent results• Validity - Measures what it is supposed to

measure

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Types of Selection Tests

Cognitive aptitude Job Knowledge Work-sample (simulation) Personality Grapho Analysis Polygraphy

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The Employment Interview

• The employment interview is important.• The employment interview is a goal-oriented

conversation• Interviews are the primary method companies use to

evaluate applicants

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Content of the Interview

• Occupational experience• Academic achievement• Interpersonal skills• Personal qualities• Organizational fit

• Candidate’s objectives

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Interview Planning

• Compare application and resume with job requirements

• Develop questions related to qualities sought• Step-by-step plan to present position, company,

division, and department

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Selection Interview“Types of Interviews”

Unstructured interviewStructured interviewSituational interviewBehavioral interviewStress interview

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Hiring Interviews

• Structured Interviews: predetermined script and protocol;– Interviews in a proper format– Asked through information gathered from job

analysis information

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Structured Interview

Situational questions Job knowledge questions Job-sample simulation

questions Worker requirements

questions

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• Unstructured Interviews: no predetermined script or protocol– Any thing related or not related to the job– No prescribed format

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Unstructured Interview

• Asks probing, open-ended questions

• Encourages applicant to do much of the talking

• Different information from different candidates

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Behavioral description Interviews ask participants to relate actual incidents

from their past relevant work experience to the job they are applying for.

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Situational Interviews Applicants to respond to hypothetical

situations they may encounter on the job for which they applied.

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Stress interview

A special type of interview designed to create anxiety and put pressure on the applicant

In a stress interview, the interviewer assumes an extremely aggressive and insulting posture.

Those who use this approach often justify its use with individual.

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Methods of Interviewing One-on-one interview - Applicant meets one-on-one

with an interviewer. Group interview - Several applicants interact in the

presence of one or more company representatives Board interview - Several of the firm’s

representatives interview one candidate Stress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed

to the applicant in an unbiased manner

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Who Conducts Interviews?

VideoVideoInterviewingInterviewing

VideoVideoInterviewingInterviewing

IndividualsIndividualsIndividualsIndividuals PanelPanelInterviewsInterviews

PanelPanelInterviewsInterviews

TeamTeamInterviewsInterviews

TeamTeamInterviewsInterviews

InterviewsInterviewsInterviewsInterviews

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Conducting Effective Interviews

• Interviewers should be carefully selected and trained properly

• Preparation of Interview Plan• Listen Carefully• Record the facts immediately after interviews• Evaluate effectiveness of interviewing process

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Potential Interviewing Problems

• Inappropriate questions• Premature judgments• Interviewer domination• Inconsistent questions

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• Halo error• Interviewer bias• Lack of training• Nonverbal communication

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Background Investigation

• Four Goals of Background Screening:–Demonstrates due diligence in hiring–Provides factual information about

candidates–Discourages applicants who have

something to hide– Encourages applicants to be honest on

application forms and in interviews

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Reference and Background Check

• Validations that provide additional insight into the

information furnished by the applicant

• Reference check allows verification of the information’s

accuracy

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Fake cv’s

• What is fake? Can anyone prove that a candidate is fake or real?

• Faking in CVs is not a new game, but Wipro's recent firing of close to 100 employees for faking details in resumes

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Job offer

A written job offer is a formal letter inviting to accept a specific post. It contains

Employee name and the name of the employing organization

the date of the offer the job title and department or location the period of notice required for either party to end

the contract

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CONTRACT

• A contract of employment is usually defined to mean the same s a "contract of service".

• Contracts provide for termination of employment, by either party, and include associated matters such as notice period, compensation arrangements.

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Medical Tests

• Medical check-up ( physical fitness, weight and disorders)

• Letter of probation• Induction training

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Evaluation of selection Programme

• Analysis of the programme.• How adequately communicated to those involved

and affected?• How well the programme is implemented?• Feedback• Analysis of results.

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OTHER FORMS OF SELECTION

• Handwriting tests• Who am I?• Mock tests/project

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Realistic Job Previews

• The purpose of a realistic job preview (RJP) is to inform job candidates of the “organizational realities” of a job

• By presenting applicants with a clear picture of the job, the organization hopes to reduce unrealistic expectations.

• A review on research on RJPs found that they do tend to result in applicants having lower job expectations.

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Maruti HR Interview

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