Selection and Assessment

Muqadam Butt

Selection

Selection has been regarded as the most important function of HR department. It ensures the organization

that; it has right number, right kind of people at the right place and at the right time.

How crucial is selection process?

Its better not to select

then selecting a bad

candidate.

Selection.

Selecting the right candidate

Selecting the right candidate

Rejecting the wrong candidate

Rejecting the wrong candidate

Selecting the wrong candidate

Selecting the wrong candidate

Rejecting the correct candidate

Rejecting the correct candidate

POSITIVE OUTCOME

NEGATIVE OUTCOME

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

WHY CAREFUL SELECTION?

1) Performance 2) Cost3) Legal obligation

Basic testing concept:

There are basically two basic testingConcepts1) Reliability2) Validity

Relation b/w Reliability AndValidity:

The selection process

Selection process.

1) Preliminary Interview.2) Selection Tests.3) Employment Interview.4) Reference and Background Checks.5) Selection Decision.6) Physical Examinations.7) Job Offer.8) Contract Of Employment.9) Evaluation of Selection program.

Selection tests.

Examples

EXAMPLES

For online personality test there is website www.phychtests.com

I always say my mom that……….

When I was in school I was very……….

I have regret of………….

INTERVIEWS

Interviews Preliminary interview Selection interview Formal and structured interview Unstructured interview. Stress interview Group interview Panel interview Decision making interview

Limitations of the interview

Anderson and Shackleton1  1) The self-fulfilling prophecy effect2) The stereotyping effect3) The contrast effect4) The similar-to-me effect5) The personal liking effect

Structuring the interview

1) Carefully planned questions.2) Rating system3) Focus on the attributes and

behaviours needed in the job.

Problems and solution

process of identifying potential leaders

painful mistake of tapping the wrong person for a key position.

To help overcome these problems

evaluation process in which a candidate is assessed by a group of people, including the individual’s manager and other executives

process enables the group to probe a wide range of leadership criteria and obtain balanced and complete information

thorough and systematic evaluations will help senior executives avoid the pitfall of promoting the wrong people.

Assessments Any method used to evaluate whether a

person has skills to perform a job

Driving test = Assessment

Written examEye test Driving Skills

ParkingTrafficSignals Simulators

Copyright 2008, ScientificSelection.com 770-792-6857

What does Assessment ‘assess’?

Job Performance = How + What How= having the right KSA’s for the

job What = clear expectations, results,

products

Tennis example

What = Win majority of setsHow = Hard serve, accuracy, endurance, agility,

forehand return, backhand return, game strategy

Assessments

Assessments evaluate the candidate’s job “how’s”…

Typical assessment areas1) Cognitive: Learning, Problem solving, Inductive reasoning Deductive reasoning Spatial reasoning Memory

2) Interpersonal: interacting, behaving, persuading, presenting

3) Motivational: likes and dislikes

Common assessment tools

Handwriting Age Education Interview Grade point avg. Recommendation

Personality test Motivation test Reference check Situational int. Behavioral int. Mental ability Simulation

Candidate iceberg

Job Attitudes

Interviews/ impressions

Job Skills

Look under the water line

Attitudes

Interests

Motivations

Details

Spelling

Communication

Problem Solving

Learning

Self descriptions and cv can be faked

Demonstrations = hard to fakewhat you see is what youget

Professional assessment guidelines

1) Clearly identify what to evaluate

2) Only use assessments developed to predict performance

3) Make sure assessments are accurate and trustworthy

Q & A