THE SELECTION PROCESS

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Chapter 7

• THE SELECTION PROCESS

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The Selection Process

• The selection process typically consists of eight
  steps
• initial screening interview
• completion of the application form
• employment tests
• comprehensive interview
• Conditional job offer
• background investigation
• medical/physical exam
• permanent job offer

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The Selection Process
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The Selection Process

• 1. Initial Screening
• Involves weeding out resumes
• May involve screening via phone interviews
• Job description information is shared along with
  a salary range.

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The Selection Process

• 2. Completing the Application Form
• applicant provides job-related synopsis of
  his/her education, job history skills
• permits company to conduct personal history
  checks
• reads and signs conditions of application

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The Selection Process

• Completing the Application Form Key Issues
• Legal considerations
• Application should omit items which are not
  job-related e.g., sex, religion, age, national
  origin, race, color, and disability.
• Includes statement giving employer the right to
  dismiss an employee for falsifying information.
• Asks for permission to check work references.
• Typically includes employment-at-will statement.

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The Selection Process

• 3. Employment Tests
• Estimates say 60 of all organizations use some
  type of employment tests.
• Must be job-related
• Performance simulation tests requires the
  applicant to engage in specific job behaviors
  necessary for doing the job successfully.

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The Selection Process

• Performance simulation tests
• Work sampling exercise using a miniature
  replica of the job on which an applicant
  demonstrates his/her skills. (applicant performs
  a customer transaction)
• Assessment Centers A series of tests and
  exercises, including individual and group
  simulation tests, used to assess managerial
  potential or other complex sets of skills

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The Selection Process

• 4. Interviews
• Interviews involve a face-to-face meeting with
  the candidate to probe areas not addressed by the
  application form or tests.
• They are a universal selection tool.

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The Selection Process

• Comprehensive Interviews
• Structured interviews use fixed questions
  designed to assess specific job-related
  attributes
• More reliable and valid than unstructured ones
• Behavioral Interviews
• Candidates are observed not only for what they
  say, but how they behave
• Role playing is often used

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The Selection Process

• Conditional Job Offer
• A tentative job offer that becomes permanent
  after certain conditions are met
• Certain conditions may be such things as passing
  a certain medical exam, or physical test, or
  substance abuse test, credit check, criminal
  check, etc.
• Conditional offer implies that if everything
  checks out, the offer will be permanent.

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The Selection Process

• 6. Background Investigation
• Entails verifying information from the
  application form
• Typical information verified includes
• former employers
• education
• legal status to work
• credit references
• criminal records

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The Selection Process

• Background Investigation Methods
• Internal investigation checks former employers,
  personal references and possibly credit sources.
• External investigation Uses a
  reference-checking firm which may obtain more
  information, while complying with privacy rights.

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The Selection Process

• Negligent Hiring
• Occurs when an employer has failed to properly
  investigate an employees background and that
  employee is later involved in wrongful conduct.
• For example, if an employee works with children
  and the company failed to investigate the
  employees past record and the employee was found
  victimizing children, the company would be
  charged with negligent hiring.
• Company is held liable for its failure to
  properly hire.

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The Selection Process

• Medical/Physical Examination
• Jobs that require certain physical
  characteristics may entail a job-related physical
  examination.
• Example is a physical test for a firefighter job
• Americans with Disabilities Act requires that
  exams be given only after conditional job offer
  is made.

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The Selection Process

• Job Offers
• Actual hiring decision generally made by the
  department manager.
• Candidates not hired deserve the courtesy of
  prompt notification.

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DOS DONTSIN INTERVIEWING

• There are questions that the interviewer may not
  ask because of potential charges of employment
  discrimination.
• Take the quiz in the hand-out.