Professional Documents
Culture Documents
Selection
Selection
Selection
SELECTION
- is choosing of individuals
to hire from a pool of
qualified job applicants.
Initial Screening
The first step in the selection process involves
initial screening of potential candidates.
This initial screening is, in effect, a two-step
procedure: (1) screening inquiries and (2)
screening interviews. If the companys
recruiting effort has been successful, they will
have a pool of potential applicants. The
organization can eliminate some of these
respondents based on the job description and
job specification. Perhaps candidates lack
adequate or appropriate experience, or
adequate or appropriate education.
Preemployment Testing
Preemployment tests are quite helpful in
predicting who will be successful on the job.
Literally hundreds of tests can serve as
selection tools. They can measure intellect,
spatial ability, perception skills, mechanical
comprehension, motor ability, or personality
traits. Employers recognize that the investment
in time and cost of these tests, combined with
other selection tools and a well-thought out
hiring process results in better quality hires.
Comprehensive Interviews
Applicants who pass the initial screening, application form,
and required tests typically receive a comprehensive
interview. The applicant may be interviewed by HRM
interviewers, senior managers within the organization, a
potential supervisor, colleagues, or some or all of these. In
fact, at Disney, like most other organizations, applicants
are interviewed by numerous individuals. The
comprehensive interview is designed to probe areas not
easily addressed by the application form or tests, such as
assessing a candidates motivation, values, ability to work
under pressure, attitude, and ability to fit in with the
organizational culture. Fit cannot be overstated. Ironically,
in many cases, employees are hired based on their
competencies and how likely they are to be successful
performers.
Behavioral Interview
A modification to interviews that is becoming
popular in contemporary organizations is the
behavioral interview or situation interview. In
this type of interview, candidates are observed
not only for what they say but for how they fit
the identified dimensions or competencies of
the position. Candidates are presented with
situationsoften complex problems that may
sometimes involve role playingand they are to
either discuss how they have dealt with this in
the past, using relevant examples, or how they
would go about dealing with this, if it is a roleplay situation.
Stress Interview
An interview in which the
interviewer seeks to make
the applicant uncomfortable
with occasionally rude
questions that supposedly
to spot sensitive applicants
and those with low or high
stress tolerance.
Background Investigation
The next step in the process is to
conduct a background investigation
of applicants who are potential
employees. Background investigations,
or reference checks, are intended to
verify that information on the
application form is correct and accurate.
Sometimes just notifying applicants that
the firm will check all references and
former employers is enough to keep
them from falsifying any information.
Medical/Physical Examination
The next-to-last step in the
selection process may consist of
having the applican take a
medical/physical examination.
Physical exams can only be used
as a selection device to screen out
individuals who are unable to
physically comply with the
requirements of a job.
Job Offers
Individuals who perform successfully in the
preceding steps are now considered eligible to
receive the employment offer. Who makes the
final employment offer depends on several
factors. For administrative purposes the offer
typically is made by an HRM representative. But
that individuals role should be only
administrative. The actual hiring decision should
be made by the manager in the department
where the vacancy exists. First, the applicant will
be working for this manager, which necessitates a
good fit between boss and employee. Second, if
the decision is faulty, the hiring manager has no
one else to blame.
PLACEMEN
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Placement
What
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Placement
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PLACEMENT- SIGNIFICANCE
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PLACEMENT - BENEFITS
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Getting
Keeping
Learning
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