Human Resource Management Chapter 6 SELECTION Dr Rommel

Human Resource Management Chapter 6 SELECTION Dr. Rommel Sergio Faculty, School of Business Administration CUD 6 -1

HRM in Action: Putting the Interviewee Under Pressure: The Stress Interviewer intentionally creates anxiety Interviewer deliberately makes candidate uncomfortable by asking blunt and often discourteous questions Purpose is to determine applicant’s tolerance for stress that may accompany the job 6 -2

Selection Process of choosing from group of applicants the individual best suited for particular position and organization Goal of selection process is to properly match people with jobs and organization Selecting wrong person for any job can be costly 6 -3

Environmental Factors Affecting the Selection Process Other HR functions Legal considerations Decision-making speed Organizational hierarchy Applicant pool Type of organization Probationary period 6 -4

The Selection Process External Environment Internal Environment Recruited Candidate Review of Applications and Résumés Selection Tests Employment Interviews Pre-Employment Screening: Background and Reference Checks Rejected Applicants Preliminary Interview Selection Decision Physical Examination New Employee 6 -5

Preliminary Interview Removes obviously unqualified individuals Positive benefits - Applicant may be qualified for another position with the firm 6 -6

Pre-Employment Screening: Background Investigations Determine accuracy of information submitted or to determine if vital information was not submitted Principal reason for conducting background investigations is to hire better workers 6 -7

Elements to Verify Previous employment Education verification Personal reference check Criminal history Driving record Civil litigation Workers’ compensation history 6 -8

Types of Employment Tests Cognitive aptitude Psychomotor abilities Job knowledge Work sample (simulation) Vocational interests Personality 6 -9

Cognitive Aptitude Tests Measures individual’s ability to learn, as well as to perform a job 6 -10

Psychomotor Abilities Tests Strength Coordination Dexterity 6 -11

Job Knowledge Tests Measure candidate's knowledge of duties of position for which he or she is applying Are commercially available 6 -12

Work Sample Tests requiring applicant to perform task or set of tasks representative of job Such tests by their nature are job related Produces high validity, reduces adverse impact, and is more acceptable to applicants 6 -13

Vocational Interests Indicates occupation in which person is most interested and most likely to receive satisfaction from Primary used in counseling and vocational guidance 6 -14

Personality Tests Traits Temperaments Dispositions 6 -15

Some tips before the interview (as an interviewee) Know the job description and job specification Discover some facts about the company you are applying for Appear physically professional Watch your words Appear pleasant in response to questions 6 -16

Some tips during the interview (as an interviewee) Greet warmly the interviewer. Observe good posture. Be confident. Answer the questions promptly. Do not be all-knowing; do not pretend to know all information. Establish eye contact. 6 -17

Some tips after the interview (as an interviewee) Provide an email to the interviewer conveying your idea of gratitude. Follow up your application status only when necessary. 6 -18