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Employee Selection Process

Contents

Introduction

Attracting the right employees

Application as screening tool

Screening resumes

Interview Basics

Structured interviewed techniques

Evaluating motivation to perform the job

Importance of selection and recruitment

How to use testing?

Background checks

Making final selection decision

The Organization in the employment environmentEmployee selection in any organization is open to influence from the outside. A number of environmental factors can affect an organization’s effort to hire and retain a workforce

Organization

Organized labor

Law and political climate

National and global economy

Behavioral and social science

Science and technology

Culture and subculture

Available labor supply Competition

Customers

Links between an organization and the surrounding environment. Links between the organization and environmental components are 2-way indicating a reciprocal relationship

Which benefits do employees find most desirable?The following are the top ten employee priorities based on needs, fears, and goals

Feeling secure in job

Having financial security

Savings for child’s tuition

Preparing for retirement

Savings for a home Retiring early

Furthering my education

outside work

Making more money

Staying healthy

Having more tiime for

family

Ways of advertisingAdvertising is an ‘Umbrella’ that covers much more than the classified section in your local newspaper. Advertising costs your company money, but it gives you control over the message, the medium, and the timing

News Papers News Letters Employment Publications Recruiting agencies

Direct Mail Job Fairs Internet Public relations

Checklist for attracting the right employees

Make sure your organization is a great place to work. Part of doing that is having innovative recruiting processes

In convincing the best people to join your organization, benefits that are consistent with employees needs are important, but not the most important concern

Recruiting involves marketing. Know your geographic market, then use a mix of media to get your recruiting message out to those you want to apply

Media to consider when recruiting include newspapers, newsletters, regional employment magazines, direct mail, radio, job fairs, and the internet. A public relations firm can help you get your message out as well

Evaluate you recruiting methods to see if you are getting the results you want

The Pros and Cons of resumes versus applicationsPr

osCo

ns

Applications Resumes

• Straight forward• Structured• Limit embellishment• Easier to evaluate

• Close ended – limited creativity• More expensive to develop and

distribute

• Open ended; promote creativity• Allow applicants to emphasize

what they feel is important• Allow applicants to ‘hang’

themselves• Less expensive and easier to solicit

• Allow applicants to omit information• Foster embellishment• Harder to evaluate

Resume screening checklistThe next thing you need to know is what should be included on the resume screening checklist

Overall appearance

Layout

Experience

Education and credentials

Relevant affiliations and activities

References

Why some traditional interviews do not work?• Lack of clear interview purpose

• Lack of clearly defined positions competencies

• Lack of interview structure

• Lack of preparation

• Poor follow-up questioning techniques

• Legal liability

• Allowing bias to influence the interview

What is motivational fit?

The level of alignment or agreement between what a person expects or wishes to receive from a job and what the job can actually offer. These factors can include aspects of the work itself or characteristics associated with the work

Selection systems as stock portfoliosLet’s consider an example that should help strengthen the similarities.Let’s say that you have identified 5 competency areas that make up the successful profile of a production team member. It would be nice if there were one test that could cover all these areas, but that is not realistic. Instead we should look at putting together a portfolio of tests or interviews that will effectively cover these competencies.

20% - Team work

15% - Attention to detail

20% - Flexibility

15% - Respon-sibility

30% - Problem solving

Let us see about the types of tests in our next slide

Why should you do background checks?Consider the following points

An inquiry conducted by a congressional subcommittee discovered that over 30 million people had gained employment by false information on their resumes

Violence in the workplace is a “disgruntled employee” has become a common character description in the news

Research suggests that as many as one out of five applicants provide false information on their resumes

What job-relevant elements should you check?

Checking references

This involves talking with people who are familiar with candidate’s work history and asking appropriate questions

Checking credentials

Verifying educational degrees, certification, and licenses

Checking training needs

Knowing a candidate’s strengths and weaknesses before you hire him or her

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