Screening the candidates
Chapter 5
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Definition
- Selection is "the process of choosing the suitable candidate for the vacant position in the organization".
- Process of making a hire or no hire decision regarding each applicant for a job
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Factors affecting selection
Internal environmental factors
Size of the organisation
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Type of the organisation
Nature of social pressure
Applicant pool
Legal Considerations
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External environmental factors
Nature job market
Trade unions
Government regulation
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Difference between recruitment and selection
| Basis | Recruitment | Selection |
|---|---|---|
| Meaning | It is an activity of establishing contact between employers and applicants. | It is a process of finding more competent and suitable employees. |
| Objective | It encourages large number of Candidates for a job. | It attempts at removing unsuitable candidates. |
| Process | It is a simple process. | It is a complicated process. |
| Hurdles | The candidates have not to cross over many hurdles. | Many hurdles have to be crossed. |
| Approach | It is a positive approach. | It is a negative approach. |
| Sequence | It proceeds selection. | It follows recruitment. |
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Selection process
- Screening of applicants
- Selection Tests
- Selection interview
- Medical examination
- Reference check and background verification
- Hiring decision
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Advantages of Selection
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Select suitable candidate
Verifies applicant's capabilities
Saves costs
Get applicants pools
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Disadvantages:
Diversity of selection approach
Change in organisational environment
Time and cost
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Fairness
Reliability
Pressure
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Screening the candidate
- Shortlisting of applicants by matching the requirement
Principles of screening application
Be objectives
Equality and diversity
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Fairness
Recruitment experience
Guidelines for screening
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- Using standard applicants form
- Use of scoring procedures to evaluate applicants
- Developing talent pool
Importance of screening:
Establishing the Qualifications of an Applicant
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Evaluation of an Applicant's Fit
Protection of the Company
Techniques for screening applicants
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- Application forms
- Bio data
- Resume
- Curriculum Vitae (CV)
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Application form:
- Personnel background information
- Educational attainment
- Work experience
- Salary
- Reference
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Bio data
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- Personality explanation
- Cognitive and non cognitive explanation
- Non fiction explanation
- Relevant item explanation
- Point to point explanation
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Resume
- Heading
- Position sought
- Career objectives
- Professional summary
- Education
- Work experience
- Special skill, abilities aptitudes
- Activities and interest
- Achievements
- Reference
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Weighted application blank
- A weighted application blank (WAB) approach to collecting and scoring background information from job applicants. It involves scoring applicant background in a quantitative manner based on the proven "best response" to each application item.
Purpose
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- To make the application form more job related by adding numeric values
- To help employers make preliminary judgement about the application
- To determine various specific educations and experience
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Advantages:
Good predictors of work behaviour
Easy and economical to use
Convenient
Reduce employee turnover
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Disadvantage:
Need continuous updation
Subjective
Expensive
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Taking behavioural approach to recruitment
- Capital assets acquisition concept
- provide clear direction for employers
- Complex in nature
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- Spotting personality patterns: Shy or withdrawn person being very satisfied and effective sales person
- People person working in back room without interaction
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- Making basic assumption:
Three basic assumption:
There are patterns in people behaviour - avoid taking risk; show sensitivity in dealing with people, careless, bit details etc.
They can be seen in past performance
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They will be there in the future
Predicting the future
- Predicting future performance is about finding that one high performer
- Assess the past performance of the candidate
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Strategies for predicting the future
- Recreate past performance
- Look for personality patterns
- Visualise future performance
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Pinning down what is needed?
- What person has done in the past is the best predictor of what he or she will do in the future.
- HR should know what behavioural patterns they are looking for?
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Targeted interview.
- Targeted approach to the interview, with image, and view
- Method of interviewing candidates for a based on the idea that past behaviours and experience will predict how well qualified candidates for the position.
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Knowledge and skills
- Interviewer start with most tangible and clear cut items- Knowledge and skill factors
- Knowledge factors - technical or expertise. Costing system, electronic circuits
- Skill factors – not directly observed , but can be seen by them being used or not used. Planning, analytical etc.
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Looking for outstanding performance
- Average performance is not good enough
- Used as a mean of sorting out the people are interviewed versus those who will be rejected.
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Focusing on behaviour
Assessing how person performs
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Problems:
- Patterns is rarely a clear cut one – sales person should have convincing skill and persuasion
- People can be compensate for shortcomings making up in weakness
- Good quality can be carried too far –
- What is needed can be changed
- Technical specification can be over emphasized
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Winning candidate's profile
- Winner profile consists of 12 specific characteristics
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Starting point – goal orientation
Day to day execution - Organisation, Initiative, Intelligence
Dealing with people - Relationship skills, Communication skills, Leadership skills
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- Inner person – Enthusiasm, Drive, Resilience (An occurrence rebounding or springing back)
- Additional characteristic- Self development, Stability
Additional characteristics
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- Overall impression from the interview
- Suitability to key selection criteria
- Career highlights and achievements
- Relevant skills and qualifications
- Referee feedback
- Salary expectations
- Availability
- General recommendation
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This download link is referred from the post: VTU MBA Lecture Notes - 1st Sem, 2nd Sem, 3rd Sem and 4th Sem || Visvesvaraya Technological University
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