HRM CHAPTER 7: EMPLOYEE SELECTION

CHAPTER 7: EMPLOYEE SELECTION

EMPLOYEE SELECTION - a particular HRM process of selecting the right person to the right job based on certain specified criteria, such as competencies, experience, and abilities.

  • Is ruling out unqualified job seekers and choosing only those possessing the relevant qualifications inventory.
  • A major explanation why a company should develop a well-organized selection policy is to maximize hiring effectiveness.
    • Wrong hire could be unavoidable, but nevertheless, it could create critical problems for organizations.
    • It would cost companies a lot of fortune because of the demand to seek a replacement, not to mention the compensation you are paying to somebody who may not even be performing satisfactorily.
    • Effective selection demands a careful study of the suitability of the applicant to the job.

THE SELECTION PROCESS

Step 1 - COMPLETION OF APPLICATION - an application form plays a prime role in the hiring decision because it introduces a jobseeker to a company and at the same time it gives the employer preliminary facts about the job applicant.

  • When writing the application form, include information that is job-related such as work history, academic background and other specifications.
  • This information is the basis for asking questions during the job interview.

Step 2 - INITIAL INTERVIEW IN THE HR DEPARTMENT - the first interview is preliminary and its purpose is to eliminate those applicants who are clearly unqualified on the basis of appraisal of their apparent characteristics such as age, height, physical condition, years of experience, educational attainment, etc.

Step 3 - PRE EMPLOYMENT TESTING - this will help make an objective evaluation among applicants. Pre-employment tests are necessary to predict the quality of the hire under certain circumstances.

Step 4 - REFERENCE/BACKGROUND CHECK - organizations check the references of employees in a number of ways.

  • The most common way is making a phone call. Employers find this method very practical and easy to do. It helps them identify unqualified applicants in a very quick manner.
  • But other alternatives such as faxes, mail and email are also used as long as they pertain to the job for which one is being hired.
  • Background checking is going beyond reference check.
    • It is a process whereby employers check the authenticity and accuracy of the information provided by the applicant in his or her resume, or during an interview.
  • Some commonly used background checks include:
    • Visiting the academic institution from which the applicant claimed he or she graduated.

Step 5 - SUPERVISOR/TEAM INTERVIEW - after preliminary screening has been conducted, the job candidate who is deemed to be most qualified is endorsed to the unit or department who notified about the vacancy, and ultimately undergo a final interview with the unit or department manager.

  • A final decision is made and communicated to the Human Resource Department.

Step 6 - MEDICAL EXAM/DRUG TEST - the pre-employment medical tests are administered to ensure the company that the potential hire is physically able, with an overall excellent health condition, and fit in performing any designated task.

  • The employers want an assurance that the applicant does not have any serious medical condition that will put him or her, and other employees to more harmful consequences.
  • This is normally one of the final steps in the selection process and done prior to a job offer.

Step 7 - HIRING DECISION - once all the above steps have been executed, it’s time to make a final hiring decision.

  • Even though the candidate seems to meet the hiring requirement, the hiring team should understand that the decision should be judged on the selection criteria and not who has come to the fore on a certain positive trait otherwise, it could be an ingredient for a later chaos.
  • To ensure your final decision is truly objective, double check your selection and hiring standards to make sure there is a person-job fit.

Step 8 - JOB OFFER - now that a final decision has been made and the right match found, it;s time to make a job offer.

  • Although verbal job offers are acceptable, yet, it is smart to have written one on hand complete with the provisions of the job such as working conditions, compensation package, relationship and even culture.
  • Have it signed by the candidate and a deal is closed.

TYPES OF PRE EMPLOYMENT TESTS

PRE EMPLOYMENT TEST - are means of measuring and screening the most qualified applicants for the job. In terms of attitude, behavior, personality, etc.

  • Companies may administer some or all of the following pre-employment tests.

POLYGRAPH TESTS - is a type of an instrument specifically used to interrogate and investigate an applicant about certain events and determining if the individual is telling the truth or lying when responding to questions.

HONESTY AND INTEGRITY TEST - this type of pre-employment test is meant to identify and measure an applicant’s honesty, dependability and even work ethics.

  • Are usually administered to applicants whose job includes handling of money, or those in the banking industry or in sales and marketing.

GRAPHOLOGY - refers to the analysis of the handwriting of a person and is now also used to interpret a person’s character, personality, and emotional and intellectual capacity.

PHYSICAL APTNESS - besides knowing a person’s personality traits, managers also demand the assessment of an individual’s physical strength

MEDICAL - the medical test should only be performed after the job offer has been done. In addition, the examination must be required of all candidates offered the job.

DRUG TESTING - are randomly administered to applicants who belong to specific occupations like transportation, military defense, and in the aviation industry.

  • Urine, hair, saliva and sweat testing are most common to analyze for possible signs of drug use.

PERSONALITY AND INTEREST INVENTORIES - the aim of this pre-employment test is to gauge the person’s overall personality and behavioral traits.

THE JOB INTERVIEW

Is a formal conversation between a job applicant and the employer’s representative. It could be done either in a one-on-one style, or with a panel of interviewers. The primary aim is to assess whether the applicant should be hired or not.

  • Interviewing is one of the most widely used tools for selecting would be employees.
  • It gives the employer a first-hand opportunity to find out about a job candidate’s work history, academic qualifications, growth and advancement experiences, and other personal attributes that are seldom revealed in the resume or curriculum vitae.
  • The interviewer could also serve as employees with a prime chance to ask about the company’s processes and expectations.
  • While there may be some doubts about its credibility, the interview will stay as a part of the selection process.

VARIOUS TYPES OF EMPLOYMENT INTERVIEWS

THE UNSTRUCTURED INTERVIEW - this is a form of interview in which questions are not ascertained ahead of time.

  • It has a tendency to be a bit unrestrained and free flowing, much comparable to a day to day chat, although at times, it is viewed to be very investigative in nature because it allows for more questions to evolve during the interview, which are normally dependent on the answers of the interviewees.

THE STRUCTURED INTERVIEW - a form of interview where all questions are prepared beforehand.

  • Have uniformity, which means each person being interviewed is asked the same set of questions in precisely the same way.

THE PANEL INTERVIEW - this type of interview involves a group of interviewers who alternately ask questions to a certain job applicant.

  • There are three to five interviewers during the panel interview.

THE COMPUTER AND VIRTUAL INTERVIEW - also known as digital or video interview allows people to conduct an interview in an automated manner by conducting it online.

  • The interviewers use virtual interview as a standard way of assessing the potentials of the candidate.

JOB INTERVIEW DOs

DRESS TO ADVANTAGE - wear an outfit that is most proper to the job or position you are interviewing for, otherwise, it could be a disqualifying mark.

BE ON TIME - being early is a sign that you are decided about the job. If you can’t come on time, it will signal the prospective employer that your intention is not genuine.

GREET WITH A PLEASANT SMILE AND A FIRM AND FULL HANDSHAKE - a string handshake is an indication of confidence and gratitude.

BRING A COPY OF ALL PERTINENT PAPERS INCLUDING AN EXTRA COPY OF YOUR RESUME - you’ll never know the interviewer might ask for it.

PAY FULL ATTENTION TO THE QUESTIONS - always be ready to provide sensible and polite answers.

BE CERTAIN THAT YOU COMPLETELY UNDERSTAND THE QUESTION - be sure to clarify points that you feel unsure about.

MAINTAIN EYE CONTACT - throughout the interview session, look at the interviewer straight to the eyes.

  • Bowing your head is a sign you lack self confidence.

EMPHASIZE YOUR ACCOMPLISHMENTS (without being too conceited) - doing this will likewise give the company a chance to figure out whether you are truly eager to join them.

CONVEY A SINCERE THANK YOU MESSAGE TO THE INTERVIEWER - express your gratefulness for the time to meet with him/her.

JOB INTERVIEW DONTs

DON'T ARRIVE LATE - you need some time to fix yourself or go to the powder room.

DON’T MUNCH SOMETHING CHEWY WHILE HAVING AN INTERVIEW

DON'T DRINK ALCOHOL AND PUFF A CIGARETTE PRIOR TO THE INTERVIEW

DON’T RESPOND TO MOBILE CALLS AND MESSAGES - it is common sense to turn off cellphones once you are facing the interviewer

DON'T MENTION ANYTHING NEGATIVE ABOUT YOUR FORMER BOSS OR COLLEAGUES

DON'T MANIFEST RESTLESS MOVEMENTS - because you are inviting negative energy to spoil your chances of getting the job

DON'T LIE - lying is a big no. avoid getting tempted in falsifying your skills and accomplishments just to get on board

DON'T MAKE LONG ``PAUSES” WHILE THINKING ABOUT THE ANSWER - avoid using slang terms such as “ahh '' or “uhm”. This can mean you don’t know how much and what to say

DON'T TELL JOKES OR DISCUSS FAMILY ISSUES

DON'T INQUIRE ABOUT COMPENSATION AND OTHER COMPANY PERKS UNTIL YOU GET A JOB OFFER

DON'T BRING YOUR PARENTS OR ANYBODY ELSE TO THE INTERVIEW - in could indicate immaturity

DON'T RESPOND WITH A PLAIN “YES” OR “NO” - sell your talents and your skills. Nobody will do it for you. Give detailed description

PERMISSIBLE AND NOT PERMISSIBLE JOB INTERVIEW QUESTIONS

PERMITTED

  • What education did you complete? What school (s) did you attend?
  • Do you possess a college degree?
  • Do you have a diploma or its equivalent?
  • What work experiences qualify you to work with us?
  • What licenses and certificates can you present for this position?
  • What name (s) do you use in your educational and employment records?
  • Who referred you to apply here?
  • Where do you currently live?
  • How long have you stayed in your present address?
  • Are you a member of any professional organization?
  • Are there particular schedules that you cannot work?
  • Do you have any concerns about wearing a uniform?

NOT PERMITTED

  • What year did you graduate from high school or college?
  • How old are you? What is your birthdate?
  • What is your sexual preference?
  • What is your religious affiliation?
  • From where is your national origin?
  • What place are your parents from?
  • What is your maiden name?
  • Are you single, married, widowed, annulled, separated?
  • What is your spouse’s name? What is his or her job?
  • Do you have physical incapacities that would hinder you from doing the job you applied for?
  • Are you in a relationship?
  • Have you ever been arrested?
  • Are you a member of a union?
  • How do you prefer to be addressed – Mr., Mrs., Miss?

MAKING A FINAL DECISION

After all the preliminary and final interviews and employment tests are administered, the next essential step for the hiring committee is to make a final decision.

Because of the importance that is attached to their choices, the hiring committee should meticulously look into the qualifications inventory of the potential hire prior to making a job offer.

In applying for a job, you have already in mind what company you want to work with. You will pick one that gives you an attractive compensation, a friendly atmosphere, accommodating co-workers, and above all a job you will love doing.