selection “you have to know what you looking for to find it”
TRANSCRIPT
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Selection
“You have to know what you looking for to find it”
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Sources
Learning unit 5
Pages 237 - 251
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Selection
By the end of this session you should:1. Understand the internal & external factors that
influence selection decisions
2. Construct a competency model for a selection process.
3. Conduct a structured employment interview
4. Select appropriate selection methods
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Selection
“The process of determining which individual will best match a position, taking into account; Individual differences
Requirements of the job
Organizations internal & external environments
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Factors influencing selection
INTERNAL Size Type Speed of decision
making Applicant pool Selection methods
EXTERNAL Legislation Labour market Geographic location
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Competency selection model
Identify critical job success factors•Intellectual•Behavioural•Skills
Design selection tools to measure• Reliably & consistently•Without unfairly discriminating
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Identifying Magic People
Read the case study and answer the questions.
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Selection process
1. Initial screening – (minimum requirements)
2. Application form –(ATD, Persistence, accuracy, neatness, thoroughness)
3. Interviews (Behavioural, unstructured, Stress, group, panel)
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Selection process (Continued)
4. Employment tests – (Cognitive, behavioural, psychomotor, Job knowledge, work sample)
5. Reference checks – (Criminal records, licence checking, credit bureau, previous managers, customers)
6. Medical checks – (Can he safely do the job without any harm to himself or others)
7. Job offer
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Selection tools
1. Initial screening2. Application blanks/CV’s3. Interviews4. Work simulation5. Knowledge tests6. Psychometric testing & Assessment
centres7. Seniority/Nepotism8. Time spent with candidate9. Medical screening10.Reference checking
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Structured interview
List of predetermined questions
Designed to assess the knowledge, skills, behavioural abilities that are critical to success of position
Interviewer does not deviate from questions
Questions may include: Situational ~ how they would react in a given situation Behavioural ~ how they have acted in the past Job knowledge ~ what they know
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Behavioural Interview