Learning Outcomes Define selection and discuss its purpose and importance Define reliability and validity and explain their importance Explain the most common steps in the selection process Describe the types of testing used in selection Describe the major types of selection interviews and the problems that can undermine their effectiveness. Design and conduct an effective interview Explain the importance of reference checking Describe the supervisors role in selection Describe the constraints on the selection process What is selection? Selection is the process of choosing individuals with the relevant qualifications to fill existing or job openings. What do we mean when we say COMPETENCY ?
What is a competency?
An underlying characteristic of an individual which is causally related to criterion related effective or superior performance
Competencies can be motives, traits, self- concept, attitudes or values, content knowledge, or cognitive or behavioral skills -any individual characteristic that can be measured reliably and that can be shown to differentiate significantly between superior and average performers
Motive: Underlying need or thought pattern that drives, directs and selects an individuals behavior. Eg need for achievement
Trait: A general disposition to behavior responds in a certain way, for instance with self-confidence, self-control, stress resistance
Self-concept: What they think they value, what they think they do or interested in doing
Knowledge: Content knowledge Cognitive or behavioral skills: Either covert or overt Set of SKILLS Relates to the ability to do, Physical domain Attribute Relates to qualitative aspects personal Characteristics or traits KNOWLEDGE Relates to information Cognitive Domain COMPETENCY Outstanding Performance of tasks or activities
Cognitive or behavioral skills: Either covert or overt
Using Job Analysis and Behavioural Events Interview for Competency Mapping:
Alignment of HR systems Competency Mapping Competency based recruitment Competency based interviews reduce the risk of making a costly hiring mistake and increase the likelihood of identifying and selecting the right person for the right job Competency based Performance Appraisal Competencies enable establishment of clear high performance standards Collection and proper analysis of factual data against the set standards. Conduct of objective feedback meetings direction with regard to specific areas of improvement Competency based Training Competency based appraisal process leading to effective identification of training needs Opportunity to identify/ develop specific training programmes - Focused training investment Focused Training enabling improvement in specific technical and managerial competencies Competency based Development Competencies contribute to the understanding of what development really mean, giving the individual the tools to take responsibility for their own development give the line managers a tool to empower them to develop people Competency model building A detailed approach A Detailed Approach Info about the company Decision on the job position(s) Discussion on the CM application Basic data collection on the job responsibilities(using customized menu) Focus group Review job description understand performance criteria Discuss specific behaviours List top ten competencies Purpose and Importance of Selection Purpose: find the best candidate for the job -----Possess the required knowledge, skills ,abilities and personality -----perform the job well, embrace the corporate mission and values -----fit the organizational culture Importance of Selection Company Performance Economize cost Legal and Ethical Issues The Importance of Reliability and Validity Reliability: The degree to which interviews, tests, and other selection procedures yield comparable data over a period of time; in other words, the degree of dependability, consistency, or stability of the measures used. There are at least four sources of unreliability: 1. The selection instrument might do a poor job of sampling. 2. Errors may result from chance response tendencies 3. The conditions under which the instrument is administered might cause errors. 4. There could be changes within the applicant. Validity Validity refers to the accuracy with which a predictor measures what it is supposed to measure. Steps of Selection Step1: Prescreening applicants Step2: The initial selection interview Step3: Selection testing Step4: Background investigation and reference checking Step5: The supervisory interview Step6: Making the hiring decision and offering the job Selection Interviews Unstructured interview Structured interview Mixed interview Situational interview behavior descriptive interview Stress interview Panel interview Situational Interview A situational interview utilizes hypothetical events in the form of a question. Candidates are asked how they would react if they encountered that event. Technique of Situational interview Interview theme: One Department store wanted to recruit one general manager, the unit displayed one piece of video: at 9:30 in the morning, a tall guy came into one department store, he took 100RMB to buy one toothpaste, its price was 3RMB. At 10 oclock, another short man came into the same department store and bought one toothpaste, he gave 10RMB to clerk. When the clerk gave him changes, he said he gave her 100 RMB, then two sides quarreled. What happened let the general know, so he came outside and asked whats the matter regarding their quarrel. The short guy said by high voice: I gave her 100 RMB, now i could identify that money, I remember there are four number on it, which is 2888. Then the clerk looked for money in her drawer, finally she found there was one 100 money, its number was 2888. Question: We know the short guy was cheating according to the context, suppose you are the general manager of this store, how to deal with this conflict?
Test three abilities of applicant Insight: Grasp essence of the incident An overall view: the customer is supreme, (Customers Foremost) Moral sense: Attitude of resisting dishonesty Stress Interview
Theme: Develop one romantic story by three traffic signs According to your imagination. The sequence of these three traffic signs are:
first sign: the road is changing narrow.
second sign: turn back
third sign: stop driving
Reasoning ability Language ability Imagination Stress tolerance (Antistress) Structual Interview Who? Before recruiting employee, who put forward the application of job opening? Watch DVD Think about how to hold the interview. Process of recruitment Departmental manager put forward application of job opening:
Step 1Identify the job opening
wont employ new staff
overtime redesign job procedure prevent job-hopping Process of recruitment Step 2Confirm how to make up job opening
recruitment
meeting emergency core personnel
temporary / leasing/ contracting internal and external Process of recruitment Step 3Identify the whole goal
Step 4:Inform the objective (potential applicants)
Step 5Interview the applicants Case discussion 1. Do you think Ed will do well on this job? Why, or why not?
2. Do you think Carol's evaluations were biased in any unfair way?
3. What sort of changes would you suggest in the interview process? Contrast Effect Selective Perception Stereotyping Halo Effect Projection Frequently Used Shortcuts When Judging Others Method of asking questions Question the past behavior of applicants: STAR Ssituation T---Target A---Action R---Result Know concrete behaviour of applicants by STAR
Goal of interview Goal ? Process of interview 1.Identify the five most fundamental skills of position requirements: (five dimensions) 2.Design the questions according to every dimension(3 questions) 3.Use STAR method to ask questions. 4.Judge the useful information according to answers of applicants.
Sales Representative:
What skills does the sales representative have? Five dimension of sales representative 1.Ability to direct and motivate himself 2.Ability to stay with other people harmoniously 3.Ability to persuade and influence others 4.Communicating technological information 5.Professional behaviour Who design the dimension?? Sales manager? HR department? General manager? Financial manager? Production manager? Five dimension of sales representative Soft dimensions: 1.Ability to direct and motivate himself 2.Ability to stay with other people harmoniously 3.Ability to persuade and influence others
Hard dimensions: 4.Communicating technological information 5.Professional behaviour
Designing questions: 1. Designing questions according to these five dimensions, then use these questions to ask all applicants. Objective: Departmental manager design dimensions, and establish working standard, HR department design questions, use the same dimensions to assess all applicants of the same position. Dimensions of departmental Secretary ? Dimensions of departmental Secretary 1.Heed adviceconformitycompromise 2.Harmoniously getting along with others 3.Carefulness,consideration 4.Professional knowledge and skills (typing, writing etc.) 5.Professional behaviour Secretary of general manager Which five dimensions Secretary of general manager 1.Ability to direct and motivate himself 2.Ability to stay with other people harmoniously 3.Ability to persuade and influence others 4.Communicating technological information 5.Professional behaviour
Identification of five dimensions Department confirms the dimentsions; HR department confirms the questions
For exampleHarmoniously get along with others How to design questions by STAR method? For exampleCould you give an example, what happened in your previous company, and which was the most difficult case you dealt with? or conflicts with your colleague? How to solve those problems at that moment? Dimensions of HR manager
Dimensions of HR manager 1.Ability to direct and motivate himself 2.Ability to stay with other people harmoniously 3.Ability to persuade and influence others 4.Communicating technological information 5.Professional behaviour
How to design interview plan One paper, write down interview plan Contents of interview plan FirstFundamental information Who are the applicantsnameWhich position interview datewho are the interviewers? Secondfind out the doubtful points from the resume ThirdConfirm the dimensions design three questions for every dimension FourthKeep enough blank space for writing down answers of every questions the applicant give to.
Comparing and selecting after interview Preparation of interview 1Interview plan firstfundamental information Who? Name? Position? Interview date? Interviewer? Second: Doubtful points from the resume? ThirdDimensions and relative questions
2the other preparation decoration on the tableflowerwater resume of applicantonly one applicants resume) interview plan booklet of company business card, shut off cellphone,
3familiarizing dimension and questions, ensuring privacy, decreasing disturbance Case discussion P279 The Hotel Paris For the jobs of security guard or car hop, develop 5 situational, 5 behavioral, and 5 job knowledge questions, with descriptive good/average/poor answers.
Designing and Effective Interview Step1: Deciding candidates and developing selection criteria Step2: Specifying Musts and Wants and Weighting the Wants Step3: Determining Assessment Strategies and Developing an Evaluation Form Step4: Developing Interview Questions to be asked of All Candidates Step5: Developing Candidate-specific Questions
Selection Testing Tests of cognitive Abilities Intelligence Tests (IQ) Emotional Intelligence Tests (EI) Tests of Motor and Physical Abilities Measuring Personality and Interests Achievement Tests Work Sampling for Employee Selection Video-based situational Testing The Polygraph and Honesty Testing Drug Testing
Background Investigation ---Academic reference ---Prior work reference ---Financial reference ---Law enforcement records ---Personal reference
Background Investigation and reference Checking Use Effectiveness Obtaining Written Permission Making Reference Checks More Productive Legal Issues Involved In Obtaining and Providing Reference Information
Supervisory Interview Know the technical aspects of the job best and can assess the applicants job knowledge and skills. Supervisor is typically best equipped to answer any job-specific questions. The immediate supervisor generally has to work closely with the selected individual and must feel comfortable with that person If the supervisor is not to committed to the selected individual, he or she can easily set the new hire up for failure The selected individual must fit with the current members of the department or team, something that the supervisor is often best able to assess.
Common Interview Mistakes Poor Planning Snap Judgments Negative Bias Halo Effect Poor Knowledge of the Job Pressure to Hire Influence of Nonverbal Behaviour Telegraphing Too much \ Too little Talking Playing Attorney or Psychologist
Organizational Policies and plans Strategic Plan Selection Budget Employment equity plan Compensation policies The job requirements Supply challenges Legislative requirements Case discussion P279 The Hotel Paris For the jobs of security guard or car hop, develop 5 situational, 5 behavioral, and 5 job knowledge questions, with descriptive good/average/poor answers.
Group Assignment: If you are the HR manager, you will recruit two new employee for two position. Design the interview for recruiting these two position by applying the knowledge we have studied. Note: you must present the interview meeting for all students.