Selection

Selection

Min Khaung ( EMPA – 8 )

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THE RECRUITMENT AND SELECTION PROCESS

The stages of recruitment and selection are:

1. Defining requirements

2. Attracting candidates

3. Sifting applications – Short-listing

4. Interviewing – Preliminary, Final

5. Testing

6. Assessing candidates

7. Obtaining references

8. Checking applications

9. Offering employment

10.Following upMin Khaung ( EMPA - 8 )

Recruitment

Selection

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SELECTION

• Selection is the Process of choosing from a group of applicants those individuals best suited for a particular position and organization.

• Brick Recruitment

Min Khaung ( EMPA - 8 )

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FACTORS AFFECTING SELECTION PROCESS

• Other HR Functions • Legal Consideration• Speed of Decision Making.• Organizational Hierarchy• Applicant Pool ( Selection Ratio ) • Type of Organization• Probationary Period


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SELECTION PROCESS

1. Sifting applications – Short-listing2. Interviewing – Preliminary, Final3. Testing 4. Assessing candidates5. Obtaining references6. Checking applications7. Offering employment8. Following up


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SIFTING APPLICATIONS – SHORT-LISTING

• Based on Job Description• Based on Job Specification• Selection Ratio• Time Factors• Applicant Pools• Types of Organization• Hierarchy


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INTERVIEWING

• Preliminary– HR Manager,

• Final Interview– Head of Respective Department, HR


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PREPARING FOR THE INTERVIEW

• Check person specification.• Decide on approach to interview and timing.• Study candidate’s application.• Prepare general questions.• Prepare specific questions.


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TYPES OF INTERVIEW

STRUCTURED INTERVIEW

• Situational Questions • Job- Knowledge Question• Job-Sample Simulation

Question• Worker Requirement

Questions; • Behavioral Interview –

Relating previous experience with new job

UN-STRUCTURED INTERVIEW

• Take more Time• Questions are not

prearranged, • Allowing for spontaneity

and for questions to develop during the course of the interview.


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INTERVIEW METHODS

• Individual Interview• Selection Panel• Group Interview• Stress Interview


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INTERVIEW METHODS


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SELECTION INTERVIEWING:OVERALL APPROACH

• Content – ensure you cover all the areas you need to explore.

• Contact – ensure you establish a relationship (rapport) that will encourage the candidate to respond to your questions.

• Control – maintain control over the interview, don’t let the candidate digress, and keep to time.


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SELECTION INTERVIEWING:CONTENT

• Start (5%): put candidate at ease, provide information about job and company (not too much).

• Middle (80%+): ask questions to get information on candidate’s capabilities, qualifications and experience and to assess personality.

• End (up to 15%): give candidates chance to ask questions, provide more data, inform of next step.


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QUESTIONS FOR INTERVIEW

• Occupational Experience • Academic Achievement • Interpersonal Skills • Personal Qualities • Organizational Fit


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TEN COMMON INTERVIEW QUESTIONS


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ASKING QUESTIONS

• Open questions ( to encourage a full Response )

• Probing questions (to get further details )

• Closed questions (to clarify a point of fact )

• Hypothetical questions (to put a situation to

candidates and ask them how they would respond )

• Behavioral event questions (to get candidates to tell

you how they would behave in situations that have been

identified as critical to successful job performance )


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ASKING QUESTIONS

• Capability questions (to establish what candidates know, the skills they possess )

• Questions about motivation (The degree to which candidates are motivated )

• Continuity questions (to keep the flow going in an interview )

• Play-back questions (test your understanding ) • Career questions (insight into motivation as well as

establishing how they have progressed ) • Focused work questions (more about particular

aspects of the candi-date’s work history,) • Questions about outside interests (can give some

insight into how well motivated)


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QUESTIONS TO BE AVOIDED

• Who is going to look after the children?

• Are you planning to have any more children?

• Would it worry you being a member of an ethnic

minority here?

• With your disability, do you think you can cope

with the job?


INTERVIEWING – COMMON MISTAKES

• the ‘halo effect’.

• the ‘horns effect’.

• Not weighing the balance between favorable and

unfavorable information.

• Coming to firm conclusions on inadequate evidence.

• Making snap or hurried judgments.

• Making prejudiced judgments.

• Interviewer Domination


INTERVIEWING – COMMON MISTAKES

• Inappropriate Question

• Inconsistent Question

• Central Tendency

• Contrast Effect

• Lack of Training

• Nonverbal Communication


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SELECTION TESTS

Selection tests are used to provide valid and

reliable evidence of levels of abilities,

intelligence, personality characteristics,

aptitudes and attainments


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TYPE OF SELECTION TEST

• Psychometric Test ( IQ, EQ ) • Cognitive Aptitude Test • Job-Knowledge Test • Work-Sample Test • Vocational Interest Test • Personality Test • Substance Abuse Test • General Test • Graphoanalysis• Internet Testing • Assessment Center

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ASSESSMENT CENTER

• Focus of the centre is on behavior

• One-to-one role-plays and group exercises

• Interviews and tests will be used in addition to

group exercises.

• Several candidates or participants are assessed

together to allow interaction

• Several assessors or observers are used in

order to increase the objectivity of assessments.

ASSESSING CANDIDATES

• Refer to key points in person specification

and mark candidate as appropriate:

• exceeds specification;

• fully meets specification;

• just meets the minimum specification;

• does not meet the minimum

specification.Min Khaung ( EMPA - 8 )

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OBTAINING REFERENCES

• Written References

• Telephone References

– What was the period of employment?

– What was the job title?

– What work was carried out?

– What was the rate of pay or salary?

– How many days’ absence over the last 12 months?

– Would you re-employ (if not, why not)?

– What was the reason of leaving, resigning?


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CHECKING APPLICATION

Checking Applicant’s CV & Interview Result

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SELECTION DECISION

• An organization obtains and evaluates information

about the finalists in a job selection process

• Notification of Candidates

• Management should notify successful and

unsuccessful candidates of selection decision as soon

as possible.

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OFFERING EMPLOYMENT


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FOLLOWING UP

MEDICAL EXAMINATION

( NORMALLY AFTER JOB OFFER )


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Thank You

Selection

Business

questions open questions

questions capability

selection selection

time questions

specific questions

general questions

selection interviewing

focused work questions