selection process

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Human Resource Management: Text and Cases Sharon Pande and Swapnalekha Basak

Selection

Chapter 5

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….. they first got the right people on the bus and then figured out where to drive it!

- Jim Collins (Good to Great)

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Defining Selection

• Selection is a process of choosing one candidate from a list of candidates for the desired role and level in the organization.

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Difference Between Recruitment and Selection

Recruitment Selection

The process of recruitment commences from the time the manpower request is raised.

The process of selection ends once the offer letter is released to the candidate.

It is a process of sourcing and searching candidates to suit a particular role.

Series of screening steps which helps in the elimination of the candidates that may not be suitable and thereby short listing the suitable one’s.

The objective is to create a talent pool of candidates.

The objective of a selection process is to select the right candidates.

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Importance of Employee Selection

• Firstly, bad selection is too expensive to be taken lightly.Direct costs: Associated with filling open positions, like advertisements, search fee, etc.Indirect costs: Associated with losing employees like recruitment cost, training cost, etc.

• Secondly, employees that have been chosen carefully and with the right set of skill set and attitude will achieve high deliverables.

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Selection Process

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Understanding the Selection Process

• Prospective candidate.• Preliminary interview and employee application form.• Review of shortlisted applications.• Employment interviews.• Selection decision.• Pre-employment screening, background and reference

checks.• Pre-employment medical examination.• Offer letter.

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What do Selection Methods Assess?

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Selection Methods

• Resume and application form

• Interviews

• Ability tests

• Personality tests

• Simulation exercise

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Employee Application Forms

• A filled in application form helps the selection process with four types of information:

The applicant’s education and experience with a job which are often the basic requirements to be looked at the beginning of the selection process.The applicant’s progress and growth in their career can be used to predict the probability of their growth, if given an opportunity in the future.The applicant’s moves in their previous jobs can be used to predict their stability. The fact that with mergers and restructuring of businesses, nothing conclusive can be said about a candidate’s stability, hence, the data should be interpreted cautiously.Some of the details in the application form can also help in predicting the likelihood of a candidate succeeding at the job.

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• Employment interviewIt is a discussion between the interviewer and the interviewee for the selection of a candidate for a specific role in the organization.

• Best practices for effective interviewInterview preparationInterview content Interviewee’s expectations

Interview

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Types of Interviews

• Unstructured interviews: They do not follow a pre-decided

order.

• Structured interviews: They follow a pre-decided order.

• Exploratory interviews are discussions and investigations

of possibilities of employment.

• Directive interviews use preset questions and follow a fixed

pattern.

• Meandering interviews: The interviewer moves from topic

to topic not following a straight line of enquiry.

Contd…

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Types of Interviews

• Stress interviews: They make the candidate feel stressed

to assess their capability to handle uncomfortable situations.• Telephonic interview: An interview which is conducted over

phone is known as a telephonic interview.• Video conferencing: Interviews are those interviews which

use videophone and video-conferencing facilities.• Personal interview: The candidate meets one-on-one with

an interviewer. • Panel interviews: It involves two or more interviewers,

interviewing the candidates.

Contd…

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Types of Interviews

• Peer interviews: The candidate’s potential peers

(colleagues and team members) meet and have an informal

discussion with them.

• Group interviews: Many candidates are interviewed

together.

• Situational interview: Candidates are given typical

situations faced on the job and they are assessed on how

they would handle the situations.

• Behavioural interviews: They use the past behaviour to

predict the future behaviour of the candidate.

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Structure of a B. E. I.

The Behavioural Event Interview follows a structure:

• Introduction

To develop satisfactory initial rapport with the interviewee.

To set clear expectations about the process and scope of

the interviewing.

To reduce the anxiety of the interviewee, so that they can

provide the details sought in the interview.

Contd…

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• Trigger

To make the candidate recollect the critical event among

the events coming to their mind.

To judge whether the event has the characteristics of the

event solicited by the trigger.

To give an opportunity to the candidate to change the

event, if in the opinion of the interviewer/panelists, the

event does not meet the characteristics sought by the

trigger.

Contd…

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• Structure of the event

To get a clear outline of the event that the interviewee is

going to speak about.

To get from the interviewee, the start of the event for

them or their involvement in the event and the end of the

event or the end of their involvement.

To divide the event into logical/critical and chronological

substages between the start and the end of the event.

To create the skeleton for probing.

Contd…

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• Probing and details of the eventTo get the details of the event.To understand the nature of the interviewee’s involvement in the event. To probe the thoughts, feeling and actions of the interviewee during the course of the event.To ‘live’ the event with the interviewee.

• Closure of the interviewTo give an opportunity to the interviewee to add anything related to the event that has been missed out.To thank the interviewee and to close the interview.

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Characteristics of Tests VORNS

• Standardization

• Objectivity

• Norms

• Reliability

• Validity

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Standardization

• If the test is to be administered to a candidate pool and selection depends on the performance in the test, then it is fair that all candidates attempt it in the same environment with the same constraints. Hence, it is important that elements of a test should be standardized. This would mean that conditions under which the test is taken should be same all across administration of the test.

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Objectivity

• An objective test is one in which the scoring of the answers to the test is done in a standard manner with no room for subjectivity.

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Norms

• A norm is a frame of reference for comparing an applicant’s performance with that of others. A norm reflects the distribution of many scores obtained by people similar to the applicant being tested.

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Reliability

• It is the extent to which a selection test provides consistent results. A reliable test is one that yields consistent scores when a person takes two alternate forms of the test of when they take the same test on two or more difference occasions.

• There are different types of reliability:Test–retest Internal consistencyParallel formsSplit half

Contd…

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Reliability

• Test–retest reliabilityIt is concerned with the stability of test scores over a period of time. It involves administering the test to the same individuals on two or more separate occasions, normally a few weeks or months apart. The results that have been obtained on the two occasions must be consistent.

• Internal consistency This is concerned with the idea that all the items within a test should be measuring the same thing and therefore should be correlated with each other.

Contd…

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• Parallel formsThis is the ability of a test to measure the same way as another test designed to the score of the remaining half to test the reliability measure the same construct. In most cases two versions of the same test will be produced, they should be highly correlated.

• Split half The test is divided into two halves and marks are scored separately, and the score of one half of test is compared.

Reliability

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Validity

• Any test must be valid and it is a mandatory requirement. Validity is the extent to which a test measures what it claims to measure. If a test cannot indicate the ability to perform the job, it has no value.

• There are different types of validity:Face validity Criterion-related validity Content validity Construct validity

Contd…

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Validity

• Face validity: It answers the question, ‘does this test measure what it is intended to measure?’ Essentially, researchers are simply taking the validity of the test at face value by looking at whether a test appears to measure the target variable.

• Criterion-related validity: A test is said to have criterion-related validity, when the test has demonstrated its effectiveness in predicting criterion or indicators of a construct.

Contd…

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Validity

• Content validity: When a test has content validity, the items on the test represent the entire range of possible items the test should cover.

• Construct validity: It is a test validation method that determines whether a test measures certain constructs or traits that job analysis finds to be important in performing a job.

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Types of Employment Tests

Employment tests can be broadly classified into two groups:

• Ability tests: These are designed to test a wide range of abilities. Organizations would use those tests which would test the knowledge, skill and ability required for the job. For e.g. cognitive tests, intelligence tests, aptitude tests, psychomotor abilities tests, job knowledge tests, work sample tests, etc.

• Personality tests: These are aimed to assess aspects of a

candidate’s personality. Therefore, there is nothing good or bad, correct or incorrect in these tests. These tests are used to evaluate the fitment of a person with the job or the organization. Some of the personality tests are: Big five model, Raymond Cattell’s 16 personality factors, Myers Brigg’s test indicator.

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Unique Forms of Testing

• Genetic testing

• Graphoanalysis

• Polygraph tests

• Online testing

• Video-based situational testing

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Assessment Centres

• Assessment centers typically involve the participants completing a range of exercises, which simulate the activities carried out in the target job.

• Types of assessment exercises: In-tray or in-basket exercise Presentation Leaderless group discussionRole play PresentationsCase studySimulationsPsychological inventory360-degree feedback

selection process

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