Session 7

Human Resource Management

EPGP - Kochi

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Selection

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Why is employee selection important?

Ensure person-job fit

Ensure person-organization fit

Avoid negligent hiring

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 How structured they are

Unstructured (nondirective interviews) –

• no right or wrong answers, and
• no set format
Structured (or directive)
• Pre-determined answers
• Job-related questions
 Interview Content
Situational Interview
• A series of job-related questions that focus on how the candidate would behave in a given
situation
Behavioral interviews
• A series of job-related questions that focus on how the candidate reacted to actual situations in the
past
Job-related interview
• A series of job-related questions that focus on relevant past job-related behaviors
Stress interview
• An interview in which the applicant is made uncomfortable by a series of often rude questions.
This technique helps identify hypersensitive applicants and those with low or high stress
tolerance.
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How they are conducted
Unstructured sequential interview
Structured sequential interview
Panel interview
Mass interview
Phone interviews
Computer-based job interviews
Web-based job interviews

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 Types of tests
Tests of Cognitive Abilities
• Intelligence test – called IQ tests
• Stanford-Binet Test
• Wechsler Test
• Specific cognitive abilities (deductive reasoning, verbal comprehension, memory and numerical ability) – called aptitude tests
• Mechanical reasoning test
• Minnesota Paper Form Board test

Test of Motor and Physical Abilities

• Crawford Small Parts Dexterity Test
• Stromberg Dexterity Test
• Purdue Peg board

Measuring Personality and Interests

• Projective personality tests [Rorschach inkblot test, Thematic Apperception Test/Make a Picture Story and
Structured Sentence Completion Test] (ambiguous stimulus like an inkblot or a clouded picture)
• Non-projective personality tests [Myers-Briggs test] (clear and defined tests and often filled by applicants)

Achievement Test
• Measurement of job knowledge

Computerized multimedia candidate assessment tools

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 Reliability of selection tests

Reliability
• A reliable test is one that yields consistent scores when a person takes
two alternate forms of the test or when he or she takes the same test on
two or more different occasions.
• Methods of measuring reliability
• Test-retest reliability
• Equivalent or alternate form estimate
• Internal comparison estimate
 Validity of selection tests
Validity tells you whether the test is measuring what you think it is supposed to be
measuring

Ways of demonstrating test validity

• Criterion validity: it involves demonstrating statistically a relationship between scores on a selection
procedure and job performance of a sample of workers.
• Content validity: it demonstrates that the content of the selection procedure is representative of
important aspects of performance on the job.
• Construct validity: it demonstrates that (1) a selection procedure measures a construct (2) construct is
important for the measurement of the outcome desired.

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 Errors and biases

First Impressions
Not clarifying what the job requires
Candidate-Order (Contrast) Error and Pressure to Hire
Nonverbal Behavior and Impression Management
Effect of Personal Characteristics
 Activity
You will be divided into four groups.
Group 1 & 3: Recruiters of two MNCs
Group 2 & 4: Candidates applying to these two MNCs

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Thank you!

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