final ppt
TRANSCRIPT
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Arif Taslim (08)Kavita (18)Monika (22)Puja Kumari (31)Sakshi Ahuja (35)
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Contents
• Definition• Recruitment and selection• Importance of selection• Advantages of selection• Selection process• Selection tests• Types of selection tests• Types of interview
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• Methods of interview• Problems during interview• Background investigation and reference check• Job offer and contract• Interview of Maruti’s HR.
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Selection
• The process of choosing from a group of applicants the individual best suited for a particular position in an organization
• Goal of the selection process is to properly match people with jobs and the organization
• Individuals overqualified, under qualified, or do not fit either the job or the organization’s culture, will probably leave the firm
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Recruitment and Selection Searching the candidates
for employment and stimulating them to apply for jobs in the organisation
Recruitment is a positive process
concerned with tapping the sources of human resources
Involves the series of steps by which the candidates are screened for choosing the most suitable persons
selection is a negative process
concerned with selecting the most suitable candidate through various interviews and tests.
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High performance of employees from the beginning.
High costs for hiring (selection cost, induction and training/development cost, labor turnover cost)
Helps to cut Costly legal implications of incompetent hiring (negligent hiring litigation)
Evaluate, hire, and place job applicants in the best interests of both organization & individual
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Selection decisions outcomes
Unsuccessful
Correct Decision
Reject Error
Accept Error
Correct Decision
Accept Reject
Successful
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How to avoid litigation
Carefully scrutinize
Ask about gaps in employment
Get written authorization for reference checks
Save records
Reject applicants
Take immediate action
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Advantages of Selection
• Reliable and accurate means of selecting qualified candidates
• Identify attitudes and job-related skills
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Selection Video
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Reference andBackground Checks
SelectionDecision
Physical / MedicalExamination
EmployedIndividual
EmploymentInterview
SelectionTest
PreliminaryReview
Evaluation ofApplication
RecruitedIndividual
External EnvironmentInternal Environment
Rejected
Ap
plican
t
Th
e S
elec
tion
Pro
cess
Th
e S
elec
tion
Pro
cess
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Evaluation of Application Forms• Evaluation of Application Forms is also called as Application
Blank
• It is used as a device to screen the candidates at the preliminary
level
• Generally, personal background information, educational
attainments, work experiences, salary, personal details and
references are included in the application form
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Preliminary Review• Selection Process often begins with Preliminary Review
• Basic purpose of this review is to eliminate the applicants who obviously do not meet the job requirements
• This may be done by – telephone interviews or– videotaped interviews or– virtual job interviews
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Characteristics of Properly Designed Selection Tests
• Standardization - Uniformity of the procedures and conditions
• Objectivity - Everyone scoring a test obtains the same results
• Norms - Frame of reference for comparing an applicant's performance with that of others
• Reliability - Provides consistent results• Validity - Measures what it is supposed to
measure
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Types of Selection Tests
Cognitive aptitude Job Knowledge Work-sample (simulation) Personality Grapho Analysis Polygraphy
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The Employment Interview
• The employment interview is important.• The employment interview is a goal-oriented
conversation• Interviews are the primary method companies use to
evaluate applicants
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Content of the Interview
• Occupational experience• Academic achievement• Interpersonal skills• Personal qualities• Organizational fit
• Candidate’s objectives
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Interview Planning
• Compare application and resume with job requirements
• Develop questions related to qualities sought• Step-by-step plan to present position, company,
division, and department
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Selection Interview“Types of Interviews”
Unstructured interviewStructured interviewSituational interviewBehavioral interviewStress interview
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Hiring Interviews
• Structured Interviews: predetermined script and protocol;– Interviews in a proper format– Asked through information gathered from job
analysis information
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Structured Interview
Situational questions Job knowledge questions Job-sample simulation
questions Worker requirements
questions
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• Unstructured Interviews: no predetermined script or protocol– Any thing related or not related to the job– No prescribed format
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Unstructured Interview
• Asks probing, open-ended questions
• Encourages applicant to do much of the talking
• Different information from different candidates
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Behavioral description Interviews ask participants to relate actual incidents
from their past relevant work experience to the job they are applying for.
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Situational Interviews Applicants to respond to hypothetical
situations they may encounter on the job for which they applied.
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Stress interview
A special type of interview designed to create anxiety and put pressure on the applicant
In a stress interview, the interviewer assumes an extremely aggressive and insulting posture.
Those who use this approach often justify its use with individual.
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Methods of Interviewing One-on-one interview - Applicant meets one-on-one
with an interviewer. Group interview - Several applicants interact in the
presence of one or more company representatives Board interview - Several of the firm’s
representatives interview one candidate Stress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed
to the applicant in an unbiased manner
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Who Conducts Interviews?
VideoVideoInterviewingInterviewing
VideoVideoInterviewingInterviewing
IndividualsIndividualsIndividualsIndividuals PanelPanelInterviewsInterviews
PanelPanelInterviewsInterviews
TeamTeamInterviewsInterviews
TeamTeamInterviewsInterviews
InterviewsInterviewsInterviewsInterviews
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Conducting Effective Interviews
• Interviewers should be carefully selected and trained properly
• Preparation of Interview Plan• Listen Carefully• Record the facts immediately after interviews• Evaluate effectiveness of interviewing process
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Potential Interviewing Problems
• Inappropriate questions• Premature judgments• Interviewer domination• Inconsistent questions
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• Halo error• Interviewer bias• Lack of training• Nonverbal communication
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Background Investigation
• Four Goals of Background Screening:–Demonstrates due diligence in hiring–Provides factual information about
candidates–Discourages applicants who have
something to hide– Encourages applicants to be honest on
application forms and in interviews
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Reference and Background Check
• Validations that provide additional insight into the
information furnished by the applicant
• Reference check allows verification of the information’s
accuracy
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Fake cv’s
• What is fake? Can anyone prove that a candidate is fake or real?
• Faking in CVs is not a new game, but Wipro's recent firing of close to 100 employees for faking details in resumes
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Job offer
A written job offer is a formal letter inviting to accept a specific post. It contains
Employee name and the name of the employing organization
the date of the offer the job title and department or location the period of notice required for either party to end
the contract
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CONTRACT
• A contract of employment is usually defined to mean the same s a "contract of service".
• Contracts provide for termination of employment, by either party, and include associated matters such as notice period, compensation arrangements.
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Medical Tests
• Medical check-up ( physical fitness, weight and disorders)
• Letter of probation• Induction training
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Evaluation of selection Programme
• Analysis of the programme.• How adequately communicated to those involved
and affected?• How well the programme is implemented?• Feedback• Analysis of results.
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OTHER FORMS OF SELECTION
• Handwriting tests• Who am I?• Mock tests/project
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Realistic Job Previews
• The purpose of a realistic job preview (RJP) is to inform job candidates of the “organizational realities” of a job
• By presenting applicants with a clear picture of the job, the organization hopes to reduce unrealistic expectations.
• A review on research on RJPs found that they do tend to result in applicants having lower job expectations.
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Maruti HR Interview
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