Recruitment & Selection Lecture 6 Part two

Lecturer: Sara Aslam Spring 2013 Kinnaird College for Women

Four Common Steps in Selection Process

Screening

Applicants Rsum

Interview

Short listed candidates are invited for the interview The candidates may be required to under-go skill tests or other forms of assessments where applicable.

Checking references

References Background

Offer

Successful candidates will be offered the position subject to fulfilment of the employment conditions
Human Resource Management Instructor: Sara Aslam

Selection Methods
1) Interviews 2) Assessment centre 3) Psychometric test 4) Application forms

Human Resource Management Instructor: Sara Aslam

1. Interviews
Interviews are the most commonly used method for recruitment and selection process.
Types of interviews:

Structured Interviews
(much higher validity than unstructured) (questions oriented to past experience, and hypothetical questions)

Unstructured Interviews Panel/ Team Interviews

(a panel of four to six members, each with standard, predetermined questions)
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Phases of The Interview

There are four phases of any interview.
1- Creating Rapport
French wordmeaning relationship, link, connection Both interviewee and the interviewer use this to ease out any nervousness

2- The contract
The interviewer explains what he wants to know from the interviewee. The interviewee is equally frank about how much he/she is able to reveal.

3- Interaction
Core of the interview asking right questions, considering the answers Interviewee will have queries to raise and goals to achieve

4- Agreement
. Interviewers prerogative to close the interview. .Both the parties aim to part cordially

Human Resource Management Instructor: Sara Aslam

The Interviewers Role

1- Preparation
Preparing effective questions Setting up the interview

2- Conducting the Interview

Avoid interruptions Ask straight forward and concise questions Active listening (also judging the body language, non verbal) Do not talk too much (20/80 ratio) Conclude effectively
The Leading Questions The hypothetical Questions
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3- Questioning
The open questions The closed questions

The Applicants Role

1 Preparation
Collect maximum information about the company background, its departments, financial standing, product line, reporting relationships. Prepare a skill inventory by listing and ranking your skills (see handout) Make note of concrete examples from work Be ready to discuss salary

2 Displaying qualities in an interview

Qualities are personal characteristics or attributes that the interviewer is looking for.

Human Resource Management Instructor: Sara Aslam

Contd
Following are the personal qualities that the interviewer(s) looks for. (refer to handout) Sincerity discussing your achievements modestly but factually. Sociability getting on with colleagues Creativity looking at problems in new ways Maturity demonstrating good judgement, clear thinking and balanced reasoning
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Contd
3 Strategies for dealing with questions
(Some of the strategies for details see the handout)

Never out bad comments about your employer Do not talk too much or too little Address all members of the interview panel and not only the one who questioned.

Human Resource Management Instructor: Sara Aslam

2 - Assessment Centres
The focus is on behaviour, it includes role-plays and group exercises Interviews and tests will be used in addition to exercises Performance is measured in several dimensions in terms of the competencies Several participants are assessed together in order to allow interaction Several assessors and observers are used in order to increase the objectivity

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3- Psychometric / Aptitude Test

These tests aim to further find the suitability of the candidates personality and skills

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4- Application Forms
Computer screening of application forms used by many large firms(Microsoft, IBM) to save time Used for large numbers of applicants Biodata- education, other information about accomplishments (did you build a model airplane that flew?this predicted success of pilot trainees)

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Reference Checks
It is necessary to confirm the nature of the previous, period of time in employment, the reason for leaving, attendance record etc.

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Job Offer
This is the last step in the selection process. When a candidate qualifies the interview or any other evaluation technique, the job offer is made by the company. Based on the terms and conditions discussed, it is then candidates choice to either accept or reject the offer.

Human Resource Management Instructor: Sara Aslam

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