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    Emp LOYEE

    Uploaded by

    Saurabh Sharma
    The document provides information on the recruitment and selection process, including deciding which positions to fill, building a candidate pool through internal and external recruiting, screening candidates through application forms and interviews, using selection tools like tests and background checks, and having supervisors interview candidates to decide who to make an offer to. It also discusses the importance of careful selection for organizational performance, reducing costs of recruiting and hiring, and meeting legal obligations. Key concepts around reliability, validity, and types of tests and interviews used in the selection process are explained. Effective interview techniques like structuring questions based on job duties and using the same questions for all candidates are recommended.

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    Download as PPT, PDF, TXT or read online from Scribd

    Emp LOYEE

    Uploaded by

    Saurabh Sharma
    49 views18 pages
    The document provides information on the recruitment and selection process, including deciding which positions to fill, building a candidate pool through internal and external recruiting, screening candidates through application forms and interviews, using selection tools like tests and background checks, and having supervisors interview candidates to decide who to make an offer to. It also discusses the importance of careful selection for organizational performance, reducing costs of recruiting and hiring, and meeting legal obligations. Key concepts around reliability, validity, and types of tests and interviews used in the selection process are explained. Effective interview techniques like structuring questions based on job duties and using the same questions for all candidates are recommended.

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    empLOYEE

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    The document provides information on the recruitment and selection process, including deciding which positions to fill, building a candidate pool through internal and external recruiting, screening candidates through application forms and interviews, using selection tools like tests and background checks, and having supervisors interview candidates to decide who to make an offer to. It also discusses the importance of careful selection for organizational performance, reducing costs of recruiting and hiring, and meeting legal obligations. Key concepts around reliability, validity, and types of tests and interviews used in the selection process are explained. Effective interview techniques like structuring questions based on job duties and using the same questions for all candidates are recommended.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    49 views18 pages

    Emp LOYEE

    Uploaded by

    Saurabh Sharma
    The document provides information on the recruitment and selection process, including deciding which positions to fill, building a candidate pool through internal and external recruiting, screening candidates through application forms and interviews, using selection tools like tests and background checks, and having supervisors interview candidates to decide who to make an offer to. It also discusses the importance of careful selection for organizational performance, reducing costs of recruiting and hiring, and meeting legal obligations. Key concepts around reliability, validity, and types of tests and interviews used in the selection process are explained. Effective interview techniques like structuring questions based on job duties and using the same questions for all candidates are recommended.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 18

    Employee

    Session 4

    Recruitment and Selection Process

    Decide what positions to fill through personnel planning and forecasting


    Build a pool of candidates for these jobs, by recruiting internal or external candidates Have candidates complete application forms and undergo initial screening intvws. Use selection tools like tests, background investigation and physical exams to identify viable candidates Decide who to make an offer to by having the supervisor,and others to intvw the candidate

    Why Careful Selection is Important


    The Importance of Selecting the Right Employees

    Organizational Performance

    Costs of Recruiting and Hiring

    Legal Obligations and Liability

    Basic Testing Concepts


    Reliability
    Consistency of scores obtained by the same person

    when retested with identical or equivalent tests. Are test results stable over time?

    Validity
    Indicates whether a test is measuring what it is

    supposed to be measuring. Does the test actually measure what it is intended to measure?

    How to estimate reliability

    Retest estimate- same test, same person, twice


    Equivalent form estimate- test+expert's choice of equivalent test Internal Comparison Estimate- items, repetitive questions

    Types of Validity
    Test Validity

    Criterion Validity
    Related to job perf

    Content Validity Sample of tasks

    Face Validity
    6

    How to Validate a Test


    Steps in Test Validation
    1

    Analyze the Job: predictors(JS) and criteria(JD) Choose the Tests: test battery or single test Administer the Tests: concurrent or predictive validation Relate Your Test Scores and Criteria: scores versus actual performance Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample
    7

    Types of Tests
    What Tests Measure

    Cognitive (Mental) Abilities

    Motor and Physical Abilities

    Personality and Interests

    Achievement

    FIGURE 61

    Sample Picture Card from Thematic Apperception Test

    9
    Source: Reprinted by permission of the publishers from Henry A. Murray, THEMATIC APPERCEPTION TEST, Plate 12F, Cambridge, Mass: Harvard University Press, 1943.

    10

    Interview

    Method of obtaining information from a person through oral responses to oral inquiries
    Most widely used selection tool Latest HR practice- pick your gift after the intvwipad for every applicant passing

    Basic Features

    Intvw structure/format Intvw content Intvw administration

    Types of Interviews
    Selection Interview

    Types of Interviews

    Appraisal Interview

    Exit Interview

    12

    Interview Format
    Interview Formats

    Unstructured or Nondirective Interview


    No set format, follow-up questions, pursue points of interest

    Structured or Directive Interview

    Questions are specified ahead of time, predetermined answers are also set. Helps untrained interviewers, increases consistency and reduces subjectivity

    13

    Interview Content
    Types of Questions

    Situational Interview Give a hypothetical situation and assess the response, give a choice of options

    Behavioral Interview Ask for actual situations and emp's response or action; can u tell us a time when u met with an angry customer

    Job-Related Interview

    Stress Interview Make applicant Uncomfortable With rude quest Probe for Weaknesses Make sit for entire day, intvw At night

    Deduce on job perf Based on ans abt past Experiences; how did u design the course manual

    14

    Administering the Interview


    Unstructured Sequential Interview

    Web-Assisted Interviews

    Structured Sequential Interview

    Computerized Interviews

    Ways in Which Interviews Can Be Conducted

    Panel Interview

    Phone and Video Interviews

    Mass Interview

    Which type of interview is comprehensive viva??- structured serial intvw

    15

    What Can Undermine An Interviews Usefulness?

    First Impressions (Snap Judgments)

    Nonverbal Behavior and Impression Management

    Interviewers Misunderstanding of the Job

    Factors Affecting Interviews

    Applicants Personal Characteristics

    Candidate-Order (Contrast) Error and Pressure to Hire

    Interviewer Behavior

    16

    How to Conduct a More Effective Interview


    Suggestions:
    1

    Structure Your Interview Prepare for the Interview Establish Rapport Ask Questions

    2 3

    5
    6

    Close the Interview


    Review the Interview
    17

    Effective Interviews
    Structure the Interview:
    1. Base questions on actual job duties. 2. Use job knowledge, situational or behavioral questions, and objective

    criteria to evaluate interviewees responses.


    3. Train interviewers. 4. Use the same questions with all candidates. 5. Use descriptive rating scales (excellent, fair, poor) to rate answers. 6. Use multiple interviewers or panel interviews. 7. If possible, use a standardized interview form. 8. Take control of the interview.

    9. Take brief, unobtrusive notes during the interview.

    18

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