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SELECTION TECHNIQUES
Team 7
Emily Abraham-Linesch
Law Pei Pei
Nik Ily Diyana
Selection process
Initial interview in HR Dep.
Employment tests
Background investigation
Supervisory interview
Medical examination
Preliminary selection in HR Dep.
Application Review
Hiring decision
Note: an applicant may be rejected after any step in the process
Selection Process
Application Review
Application Review
Review of applications and resumes Put candidates in order of best qualified Select the most appropriate applicants
Selection Process
Application Review
Initial interview in HR department
Initial interview in HR Department
Highly Structured Interview Questions Based on Job Requirements Distinct Types of Questions Sample Good Responses Multiple Raters Consistency Applied Documentation “Fostered by EEO Requirements”
Types of Interview Questions
WARM-UP QUESTIONSWORK HISTORY e.g. What special aspects of your work experience have changed in the past 5 years and how does it prepare you for your future jobs?JOB PERFORMANCE e.g. Everyone has strengths & weaknesses as workers. What are your strong points for this job? EDUCATION e.g. How has your education helped you pave your career? How strong is its influence in your chosen career? CAREER GOALS e.g. Where do you see your career headed in 3 years time?SELF-ASSESSMENT e.g. What is your biggest achievement?MOTIVATION e.g. What activity or recognition are you most proud of?WORK STANDARDS e.g. What are your standards of success in your job?LEADERSHIP e.g. How effectively do you handle stressful situations?
Selection Process
Application Review
Initial interview in HR Dep.
Employment tests
Employment tests
Perform psychological and honesty tests Teamwork ability tests Good predictor of job performance
Selection Process
Application Review
Initial interview in HR Dep.
Employment tests
Background investigation
Background investigation
Check references and work history Good citizen (criminal record) Reliability of applicant Information will be obtained from:
former employers school, college, university officials credit bureaus individuals named as references
Selection Process
Application Review
Initial interview in HR Dep.
Employment tests
Background investigation
Preliminary selection in HR Dep.
Preliminary Selection in HR Dep.
Ranking of applicants based on previous processes
Select the best candidates for “second” round
Selection process
Application Review
Initial interview in HR Dep.
Employment tests
Background investigation
Preliminary selection in HR Dep.
Supervisory interview
Supervisory Interview
In depth panel interview, behavioral type questions (conducted by closest supervisor, consultant and representative of HR department )
Multiple opinions In depth knowledge about applicants
behavior and decision making capabilities
Selection Process
Application Review
Initial interview in HR Dep.
Employment tests
Background investigation
Preliminary selection in HR Dep.
Supervisory interview
Medical examination
Medical examination
Given to ensure that the health of an applicant is adequate to meet the job requirements
Test held by professional medical institution Protection against possible later law suits Can be costly
Selection Process
Initial interview in HR Dep.
Employment tests
Background investigation
Supervisory interview
Medical examination
Preliminary selection in HR Dep.
Application Review
Hiring decision
Hiring Decision
Goal of the whole application process (most important step)
Final decision based on all steps of the selection process
Selection Process Tasks: Functional, Country and Regional Managers
Positions
Outsourced
Outsourced
Outsourced
Outsourced
Outsourced
HQ
Outsourced
HQ
Application Screening
Initial Interview
Employment Tests
Background Investigation
Preliminary Selection
Supervisory Interview
Medical Examination
Hiring Decision
Selection Process Tasks
CEO elected by Executive Board of Directors
Facility and Assistant Facility Managers conducted by closest supervisor and
representative of HR department
Cost
Partnership with global consulting agency Outsourcing selection process reduces
personnel needs and expenses in HR department
Selection methods are designed to reflect the importance of specific position
Opportunity Cost
Validity and Reliability
The combination of the different steps in the selection process will assure that each applicant’s characteristics are correctly evaluated
Reliability More than one interviewer at supervisory
interview Standardization e.g. BP employment test