Know Selecting The Right

Your Person for The JOB

People By

Vignesh.S

&

Shyam Prakash.S
 Companies Have Two
Kinds of Challenges

Systems People
Challenges Challenges

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IF YOU CAN’T MEASURE IT—
YOU CAN’T MANAGE IT!!!

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What Every Organization Needs To Know
Selecting the
Right People
Performance Effective
Feedback Management

Customer Your Productivity

Service Company

Team
Retention &
Compatibilit
Development
y

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Have you ever hired someone who
did not reach your expectations?

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 4 Invalid Hiring Criteria
Dr. Herbert M. Greenburg

 Hiring in Own Image

 Hiring Based on Experience

 Hiring Based on Education

 Pirate from Competitor

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People Fail in Jobs…..
not because they can’t do
the Job….
but rather, because they
don’t match the Job.

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 Utilize All Of Your Resources
Interview 14%
+
Background Checks &
Integrity Testing 26%
+
Personality Testing 38%
+
Ability Testing 54%
+
Interest Testing 66%
+
Job Matching 75%

– Psychological Bulletin Vol. 96, No. 1, August 1994

Professor Mike Smith, University of Manchester
“Put the right person in the
right job, train and motivate
them, give them an opportunity
for advancement, and your
company will grow and prosper”
J.W. Marriott

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 First who…

Then what. “Level 5” leaders start

with people, then tackle strategy.

“ First ask the question, ‘Who should be

on the bus? And who should be off? And
who should be in which seats?’ Then
turn your attention to where you’re going
to drive the bus. —James C. Collins, author of

”
From Good to Great

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 Three building blocks
of execution:
I. Leaders with the right behavior

II. Culture rewarding execution

III. Consistent system for getting right

people in right jobs

Execution: The Discipline of Getting Things Done

—by Larry Bossidy & Ram Charan

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 Building block III

“The job no leader should delegate

—Having the right people in the right
place.”

Execution: The Discipline of Getting Things Done

—by Larry Bossidy & Ram Charan

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 Let’s make the leap!
Make the leap from good to great with the
right people decisions.
– Identify key attributes of top performers.
– Use this information, get the right people
“on the bus.”
– Promote your people into the right
positions.
– Retain top performers
– Maximize employee performance

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 Exactly what will
You get?
 Targeted recruitment and selection.

 Effective promoting.

 Targeted coaching information.

 Increased productivity.

 Performance management system.

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 Introducing Profiles

Why Human Capital Advantage and

Profiles International Assessments:

A proven way to:

• Select the right people
• Maximize employee performance
• Retain your top performers

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 The job match:
Select the right people
Can you “clone” top performers?
Not exactly, but you can use this system:
– Gather information from top performers or use
information from other organizations’ top
performers, create a job match pattern (your
Benchmark).
– Assess candidates against this benchmark that
you hire people who fit!
– Get coaching and performance management
information for present and future employees.

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Blueprint of ideal candidate
Think of the shaded
areas as your top
performers’ DNA.

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Three areas of measurement
1 Measures how well the candidate
can do the job.

2 Measures how the person

will do the job.

3 Measures whether the

candidate will do the job.

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 Example of a 89%

good job match Job Match

Percentage
95%
Indicates the candidate’s
Job Match for this position.
Job Match
Percentage
93%
Top performers constitute
Distortion – 8
the job match (shaded
areas).

Numbers are the
candidate’s scores.
Job Match
Percentage
70%
The Job Matching
process for Interests is
concerned with the top
three interests of a Job
Match Pattern and how
a candidate's top three
interests match. The
three top interests for
this Pattern are
indicated and ranked
from top to bottom.

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 Example of a 46%

poor job match Job Match

Percentage
35%

Overall match of this

candidate is low. Job Match
Percentage
50%
Distortion – 7

The candidate’s
scores fall outside the Job Match
pattern: poor match. Percentage
59%
The Job Matching
process for Interests is
concerned with the top
three interests of a Job
Match Pattern and how
a candidate's top three
interests match. The
three top interests for
this Pattern are
indicated and ranked
from top to bottom.

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 Types of reporting available
 Individual Report – can go to the employee

 Placement Report – shows whether the

candidate’s competencies fit the job
 Multi-Job Match Report – shows how employee
fits other positions
 Coaching Report – for performance
management
 Job Profile Report & Summary Reports

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 Several reports available:
What do you get from them?
Placement Report:
– Data for deciding good or bad job fits
– Probing questions for interviews
– Information on the person
Coaching Report:
– Hiring information: What will I have to do?
– Coaching the employee according to unique strengths and
weaknesses based on job fit
Other Reports:
– Job fit tool to use in other areas of the organization, good for
reorganization or succession planning
– Self-development tools

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THE RECRUITMENT
PROCESS

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DEFINITION
 The process by which a job vacancy
is identified and potential employees are
notified.
 The nature of the recruitment process

is regulated and subject

to employment law.
 Main forms of recruitment through

advertising in newspapers, magazines,

trade papers and internal vacancy lists.

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Continued…
 It’s the process of finding the suitable from
the eligible.
Eligible-Qualified for the job.
Suitable-Can do the job well.

 Should assess actual skill rather than past

experience.

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 RECRUITMENT IN AN
ORGANIZATION
MANPOWER
PLANNING

RECRUITMENT SELECTION PLACEMENT

JOB ANALYSIS

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GENERAL APPROACH
 Job description – requirement of the job
and type of tasks to be carried out.

 Job specification – outline

of the skills and qualities required
of the post holder.

 Interview – most common method.

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CONTINUED…..
 Aptitude testing – assessing the skills
of applicants.

 Presentation – looking for different skills

as well as the ideas of the candidate.

 Other procedures- References will need to

be taken up, medical examination might be
needed.

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THANK “U”….

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