Selection Process in HRM – 2 Important Qualities of Selection Instrument So, it is important to formally induct an employee in an organisation. Please follow up and all that is new in the early stages of selection and recruitment. Assessment center is a facility (not a place) where performance simulation tests are administered. Completing the Application Form 3. The question bank also helps to standardize the interview process and procure potential talents. D: The various steps involved in selection process are – 1. TOS 7. Various types of tests are conducted, such as: It is defined as measurement of mental ability quantitatively. appropriate answer.the book i purchased for hrm has explained the topic upto level of ph.d hence our problems are solved by ur site so thanking. Intelligence Quotient (IQ) is a procedure adopted to divide a child’s mental age (as measured by intelligence test) by his/her chronological age, and then multiply the result by 100. ii. Selection Assessment Methods Common Misconceptions About Selection Tests1 Myth: Screening applicants for conscientiousness will yield better performers than screening applicants for intelligence. These traits are usually abstract in nature, such as IQ, and are called constructs. If there is significant positive relationship between the initial test scores and the performance measured after a time gap, the test is known to have predictive validity. Medical and Physical Examination. Both the select and reject errors can be minimized, if the selection system is impartial, has a degree of objectivity, and follows a fairly uniform standard of assessment. The advantage of this interview is that it helps in standardizing approach at different interviews as standard methods of recording observations and interpretation are used. In many cases, pressure is put on selection to select particular candidate/s. You have seen earlier that in many cases, selection tests are neither valid nor reliable. Comprehensive interviews are designed to probe areas not revealed in the applications or tests, such as one’s motivation, values, beliefs, ability to cope with stress and suitability to ‘fit in’ with the organization. In each type of method, selection process involved is different to some degree. Ability to work under stress, inter-personal skills, ability to fit-in the organization, grasping capacity, style of interaction, etc. The new recruit is also told about his/her duties on the job, the person to whom he/she will report to, the starting wages and salary, promotional opportunities in future, hours of work, fringe benefits, etc. can be judged only through an interview. There is no standard procedure adopted by all organizations. Final Selection Decision. Guidelines for Conducting Effective Tests: In order to avoid the problem of rejecting an otherwise suitable candidate through tests, it is important to ensure that the tests are conducted in a proper manner. Letter of Intent 5. That is, the employees take a test experimentally and the test scores are immediately compared with their actual performance on the job. are available to the interview board before the start of the interview. Though the induction program may be a very small and informal affair in the small organisations, the same turns out to be an elaborate procedure in big multinational organisations. If the panels are composed of a diverse group of interviewers/selection discrimination is minimized. The basic idea in a selection process is to solicit maximum possible information about the candidates to ascertain their suitability for the employment. And finally, when a candidate who is found physically fit, he/she is moved to the next stage. The basic terms and conditions of employment are also documented, proposal or offer and the as per the Contract Act, in offer there is definite intention to enter into legally other party accepts it then binding relationship. Selection Decision. While some companies have their own videoconferencing facilities, some hire outside agencies. A formal definition of Selection is as under, Definition of Selection: Process of differentiating, âSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.â. The Iceberg Model of Competencies highlights more visible (i.e., portion of the iceberg that remains above the surface of water) and less visible (i.e., portion of the iceberg that remains below the surface of water) competencies. It is a brief written resume of the candidate showing his name, age, address, education, interests, experience etc. After the interview the interviewers pool their observations and their rating scores to reach a consensus about the suitability of the candidate. Apart from the characteristics of the interviews themselves, interviewers play a major role in making the interviews effective. This is also a type of IQ test. (ii) Establish/maintain rapport with the applicants by greeting the applicants pleasantly, explaining the purpose of the interview, showing sincere interest in the applicant and listening carefully. The company then issues an offer letter which has Contract Act 1872 details of the position, compensation, benefits etc., that is being offered to the when one p-^ makes a candidate. Such forms may contain factual information about candidates. The Inst step in the selection process whereby inquiries about a job are screened It is a two steps procedure. There should never be an abrupt close and the candidate should be given enough time for hearing. Further, posting job openings online is cheaper than advertisements in the media. Qualities to be avoided in the interviewers are over talkativeness, extreme opinions and biases. (ii) It is based exclusively on job duties and requirement, critical to job performance. Privacy Policy 8. Literally hundreds of tests are available and described in books on applied industrial psychology. The basic objective at the recruitment level is to attract as much worthwhile applications as possible so that there are more options available at the selection stage. Keeping the costs of selection down involves factors like holding the interviews in one location that is accessible to the interviewing panel and to those being interviewed. These are limited by selecting the strategic parts of the applicant’s background and preparing in advance the questions that best elicit information about his/ her background. During an interview, organizations should treat the interviewee as their guest. put pressure on selectors. (i) Interview’s validity as a selection tool has been subject to debate. So the examiners should be fully trained and competent in conducting various types of tests. For example, there are various organizations which conduct selection tests for a position like management trainee whereas many organizations simply go through interviews only. After successful completion of the selection tests, the candidates are required to undergo a comprehensive interview. This method is found to have higher reliability because of multiple input greater acceptance of the decision and shorter decision time. In the context of timing also, some organizations locate the physical examination near the end of the selection process, others place it relatively early in the process. Therefore, letter of Intent is basically a document illustrating the willingness of the employer to hire the candidate but may or may not turn into successful hiring. Assessment center is a facility (not a place) where performance simulation tests are administered. Candidates are invited to appear for interview or other tests through a letter. This is termed as ‘reject error’. Factors Affecting Selection Process Adversely: 3. the main steps which could be incorporated in the selection procedure are discussed below : 1. 2. Application Pool 2. Many factors enter into the interviewing process. Correct selection decisions are those where the candidate was predicted to be successful in advance and proves to be successful on the job. Sorry, your blog cannot share posts by email. Some firms, while allocating points to each relevant item in the application, allot extra points (weighted) to the items which are more relevant to the job. Reliability and Validity of Tests 5. The basic objective is to reject misfits. A final approval by the immediate supervisor under whom an applicant has to finally work is very important. Example, A typing test for a typist. (v) The ultimate goal is to enable faster, higher-quality decisions at lower cost. Nevertheless, there is a common selection process followed by many companies. This latter course is generally followed when there is high demand for physical fitness. After interviewing the candidates, the board members need to sit together to assess all the candidates, one by one. Also it may differ based on the type of job. Formal Application Form c. Checking References d. Employment Tests e. Selection Interviews f. Physical/Medical Examination g. Approval by the Supervisor h. Placement i. In this article we will discuss about the steps involved in selection process. Errors arise when a candidate, who would have performed successfully on the job, is rejected. These tests involve group as well as individual exercises. Interviewers should be thoroughly familiar with the background of the organisation which they represent. To facilitate evaluating and comparing candidates at a glance, the board may design a grid or spreadsheet with the selection criteria and factors listed along one axis and the candidates’ names along the other. Initial Screening 2. Completing the Application Form c. Employment Tests d. Reliability and Validity of Tests e. Comprehensive Interview f. Background Examination g. Conditional Job Offers h. Medical and Physical Examination i. The candidates are welcomed and generally companies give a pre-selection talk to the candidates, briefing them about the company, its history and legacy, the job-on-offer etc. It includes Thematic Apperception Test (TAT), which is a projective test wherein candidates are shown series of pictures, one at a time, and asked to write a story for each of the picture. This test proposes to discover an individual’s value system, his emotional maturity, relational moods, and his intuitiveness. If an applicant can say or do something the interviewer approves of, that person may be viewed more favourably for the position. The tests must be practical i.e., whether the tests are easy to administer. Recruitment and Selection i About the Tutorial Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order … employer & employee and involves offer + acceptance + enforceability by the law. Here interview is a formal and in-depth conversation between applicantâs acceptability. Personality traits are summarized by the ‘Big Five’ factors, namely, extroversion, agreeableness, conscientiousness, neurotism and openness to experience. The talking and listening ratio should be 25:75. vii. Data furnished in the application forms or results of tests, done before the interview session, cannot address some areas. Interview is an attempt to secure attention and gather maximum amount of information from the applicant concerning his/her suitability for the job under consideration. This interviewing technique gives the applicant a chance to put forth the better side of their personality. Therefore, sometimes, it is called a negative process in contrast to positive programme of recruitment. (viii) Decision on the candidate’s suitability is, usually, taken in the first few minutes. Generally, three types of references are checked in selection process – those relating to character, work experience, or school or college life. The correctness of answers is rated on a five-point scale. Instead, an index is formulated from evaluations of an expert panel which indicates the relationship between the content of the test items and performance on the job. However, it is not the best method for personality assessment. A candidate can be nervous, uncommunicative, or even talkative: In order to ascertain the knowledge content to the extent possible, nervous candidates should be greeted warmly, engaged in more small talks than usual, identify the areas of interest, and point out facilities available within the organization. Qualities to be avoided in the interviewers are over talkativeness, extreme opinions and biases. In addition to validity and reliability, another input factor is ‘practicality’. (v) There are different approaches to validation, namely, criterion- related validity, content validity and construct validity. 4.   Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. (iii) There are two reasons for validating a test. The extent to which the test measures psychological quality such as intelligence or enthusiasm which it is supposed to measure. Plagiarism Prevention 4. Sometimes, more than one name may be suggested by the selection committee and approved by the competent authority for a single position. While cognitive ability tests measure a person’s mental capacity, personality tests measure disposition and temperament. Selection systems for various job profiles can range from simple one-step system, consisting of nothing more than an informal personal interview, to a complex multiple-step system incorporating diverse mechanism designed to gather information about applicants for various jobs. (iv) Of late, many companies require applicants to undergo a drug test. Employment offers are made to applicants surviving all these steps successfully. However, it is not necessary that all these steps are involved in every selection process. Step # 7. Interview Assessment 5. Employment offers are made to applicants surviving all these steps successfully. Applicants undergo a series of exercises which are appraised by line managers, supervisors, supervisors and/or trained psychologists. By selecting best candidates for the various roles in organisation, the human resource department can ensure better work quality, improved employee performance, superior employer-employee relations, and better realisation of organisational objectives. Organizations must select the employment interviewers judiciously. Interview 5. Therefore, selection process for managerial personnel has to be more comprehensive as compared to that for workers. To determine their ability to get along well with others; iii. Managers depend highly on the results of these types of psychological tests. These tests can measure intellect, spatial ability, perception skills, mechanical comprehension, motor ability or personality traits. Employment Tests 4. Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. This test generally includes word fluency, memory, reasoning ability, power of understanding, etc. Though in theory, there is no discrimination based on religion, caste, gender, place of origin, etc., in practice, discrimination is made on these bases. Issue of Appointment Letter 11. Here, the tests are elaborate and specifically designed to evaluate a candidate’s managerial position. Selection Tests 4. It usually has at least three basic objectives – to ascertain if the applicant can meet the physical demands of the job; to provide a record to protect the organisation against claims for previously incurred injuries; and to prevent communicable diseases from entering the organisation. Such candidates may be reminded about the time constraints. In this case, the whole test is divided into two similar and equal parts and a high association between the scores on the parts is used as an indicator of reliability. And please follow all publications of human resources. (i) It is an interview in which an applicant is asked questions about what he or she actually did in a given situation. Selection Tests 4. After the … (x) Standardize the questions asked to increase reliability by putting the same questions to all applicants for a particular job. The last-but-one-step in the selection process is medical/physical examination. Selection procedure screens candidates according to a progressive series of steps designed to eliminate those who in some ways are unsuitable. Generally, it does not carry any compensation/emolument data. Employment Contract 10. (iv) Interviewers generally, hold a stereotype of what a ‘good’ applicant should be. These candidates are made available through recruitment process. Selection Interview 3. The applicants need to demonstrate that they possess the necessary skills by actually performing the tasks assigned. Due to diversity in the workforce, experience in associating with people from diverse backgrounds is also desirable. This may include ability and aptitude testing, group exercises, in-tray exercises, … Kuder designed techniques differentiate between honest answers and those which are responded to make a good impression. Talkative employees can be very good performers and hence should not be neglected. Since there are various factors which affect the seeking of such information, the same type of selection process cannot be applied in all types of selection. which cannot be known by application forms. However, where the number of applicants is small, lesser number of filtering points are required. Human Resource Management Selection Methods Readings: Armstrong, ch. The new hire is put through a planned on- boarding and induction phase to acquaint him/her about the company, its stakeholders, supervisor, team-members etc. Placement 9. Though the predictive validity of graphology for job performance and occupational success remains questionable, many prefer it to personality tests which are costly and time consuming. Aptitude tests are conducted to measure whether an individual has the capacity or latent ability to learn on the job if adequate training is given. Good tests are useful in the right circumstances because they can provide an objective measure of abilities of people. Based on the screening of applications, only those candidates are called for further process of selection who are found to be meeting the job standards of the organization. It is validating tests by using prospective applicants as the study group.
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