Download VTU (Visvesvaraya Technological University) MBA 3rd Semester (Third Semester) 16MBAHR302-Recruitment and Selection Screening the Candidate chapter 5 Important Lecture Notes (MBA Study Material Notes)
Chapter 5
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?They will be there in the future
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
Looking for outstanding performance
? Average performance is not good enough
? Used as a mean of sorting out the people who
are interviewed versus those who will be
rejected.
- Focusing on behaviour
- Assessing how person performs
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
Looking for outstanding performance
? Average performance is not good enough
? Used as a mean of sorting out the people who
are interviewed versus those who will be
rejected.
- Focusing on behaviour
- Assessing how person performs
Problems:
? Patterns is rarely a clear cut one ? sales person
should have convincing skill and persuasion skill
? People can be compensate for shortcoming ?
making up in weakness
? Good quality can be carried too far ?
? What is needed can be changed
? Technical specification can be over emphasised
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
Looking for outstanding performance
? Average performance is not good enough
? Used as a mean of sorting out the people who
are interviewed versus those who will be
rejected.
- Focusing on behaviour
- Assessing how person performs
Problems:
? Patterns is rarely a clear cut one ? sales person
should have convincing skill and persuasion skill
? People can be compensate for shortcoming ?
making up in weakness
? Good quality can be carried too far ?
? What is needed can be changed
? Technical specification can be over emphasised
Winning candidate?s profile
? Winner profile consists of 12 specific
characteristics
Starting point ? goal orientation
Day to day execution ? Organisation
Initiative
Intelligence
Dealing with people ? Relationship skills
Communication skills
Leadership skills
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
Looking for outstanding performance
? Average performance is not good enough
? Used as a mean of sorting out the people who
are interviewed versus those who will be
rejected.
- Focusing on behaviour
- Assessing how person performs
Problems:
? Patterns is rarely a clear cut one ? sales person
should have convincing skill and persuasion skill
? People can be compensate for shortcoming ?
making up in weakness
? Good quality can be carried too far ?
? What is needed can be changed
? Technical specification can be over emphasised
Winning candidate?s profile
? Winner profile consists of 12 specific
characteristics
Starting point ? goal orientation
Day to day execution ? Organisation
Initiative
Intelligence
Dealing with people ? Relationship skills
Communication skills
Leadership skills
? Inner person ? Enthusiasm
Drive
Resilience (An occurrence of
rebounding or springing back)
? Additional characteristic- Self development
Stability
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
Looking for outstanding performance
? Average performance is not good enough
? Used as a mean of sorting out the people who
are interviewed versus those who will be
rejected.
- Focusing on behaviour
- Assessing how person performs
Problems:
? Patterns is rarely a clear cut one ? sales person
should have convincing skill and persuasion skill
? People can be compensate for shortcoming ?
making up in weakness
? Good quality can be carried too far ?
? What is needed can be changed
? Technical specification can be over emphasised
Winning candidate?s profile
? Winner profile consists of 12 specific
characteristics
Starting point ? goal orientation
Day to day execution ? Organisation
Initiative
Intelligence
Dealing with people ? Relationship skills
Communication skills
Leadership skills
? Inner person ? Enthusiasm
Drive
Resilience (An occurrence of
rebounding or springing back)
? Additional characteristic- Self development
Stability
Additional characteristics
? 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
FirstRanker.com - FirstRanker's Choice
Screening the candidates
Chapter 5
Definition
? Selection is ?the process of choosing the most
suitable candidate for the vacant position in
the organization?.
? process of making a hire or no hire decision
regarding each applicant for a job
Factors?affecting?selection
Internal?environmental?factors?
?Size?of?the?organisation
?Type?of?the?organisation?
?Nature?of?social?pressure
?Applicant?pool
??Legal?Considerations
External environmental factors
? Nature job market
?Trade unions
?Government regulation
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 picking up
more competent and
suitable employees.
Objective It encourages large number
of Candidates for a job.
It attempts at rejecting
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.
Selection process
? Screening of applicants
? Selection Tests
? Selection interview
? Medical examination
? Reference check and background
verification
? Hiring decision
Advantages of Selection
?Select suitable candidate
?Verifies applicant?s capabilities
?Saves costs
?Get applicants pools
Disadvantages:
? diversity of selection approach
?Change in organisational environment
?Time and cost
?Fairness
?Reliability
?Pressure
Screening the candidate
? Shortlisting of applicants by matching the
requirement Principles of screening application
? Be objectives
?Equality and diversity
?Fairness
?Recruitment experience
Guidelines for screening
? Using standard applicants form
? Use of scoring procedures to evaluate
applicants
? Developing talent pool
Importance of screening:
? Establishing the Qualifications of an Applicant
? Evaluation of an Applicant?s Fit
? Protection of the Company
Techniques for screening application
? Application forms
? Bio data
? Resume
? Curriculum Vitae(CV)
Application form:
? Personnel background information
? Educational attainment
? Work experience
? Salary
? Reference
Bio data
? Personality explanation
? Cognitive and non cognitive explanation
? Non fiction explanation
? Relevant item explanation
? Point to point explanation
Resume
? Heading
? Position sought
? Career objectives
? Professional summary
? Education
? Work experience
? Special skill, abilities aptitudes
? Activities and interest
? Achievements
? Reference
Weighted application blanks
? A weighted application blank (WAB) is an
approach to collecting and scoring background
information from job applicants. It involves
scoring applicant background in a quantitative
manner based on the proven "best responses"
to each application item.
Purpose
? 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,
experience
Advantages:
?Good predictors of work behaviour
?Easy and economical to use
?Convenient
?Reduce employee turnover
Disadvantage:
?Need continuous updation
?Subjective
? expensive
Taking behavioural approach to
recruitment
? Capital assets acquisition concept
? provide clear direction for employers
? Complex in nature
? Spotting personality patterns:
Shy or withdrawn person being very satisfied or
effective sales person
People person working in back room without
interaction
? Making basic assumption:
Three basic assumption:
? there are patterns in people behaviour ?
avoid taking risk; show sensitivity in dealing
people, careless, bit details etc.
?They can be seen in past performance
?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
Strategies for predicting the future
1. Recreate past performance
2. Look for personality patterns
3. Visualise future performance
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 pattern
they are looking for?
Targeted interview.
? Targeted approach to the interview, with clear
image, and view
? Method of interviewing candidates for a job
based on the idea that past behaviours
experience will predict how well qualified a
candidates for the position.
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
them being used or not used.
Planning,analysitical etc.
Looking for outstanding performance
? Average performance is not good enough
? Used as a mean of sorting out the people who
are interviewed versus those who will be
rejected.
- Focusing on behaviour
- Assessing how person performs
Problems:
? Patterns is rarely a clear cut one ? sales person
should have convincing skill and persuasion skill
? People can be compensate for shortcoming ?
making up in weakness
? Good quality can be carried too far ?
? What is needed can be changed
? Technical specification can be over emphasised
Winning candidate?s profile
? Winner profile consists of 12 specific
characteristics
Starting point ? goal orientation
Day to day execution ? Organisation
Initiative
Intelligence
Dealing with people ? Relationship skills
Communication skills
Leadership skills
? Inner person ? Enthusiasm
Drive
Resilience (An occurrence of
rebounding or springing back)
? Additional characteristic- Self development
Stability
Additional characteristics
? 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 post was last modified on 18 February 2020