Selecting Employees
CHAPTER 7
The Selection Process
The selection process typically consists of nine
steps:
1. initial screening interview
2. completion of the application form
3. pre-employment tests
4. comprehensive interview
5. realistic job previews
6. conditional job offer
7. background investigation
8. medical/physical exam
9. permanent job offer
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Initial Screening
Involves screening of inquiries and screening interviews.
Job description information is shared along with a salary
range.
One good way to screen applicants is through a
phone interview.
Phone Interviews:
a) Should be short
b) Interviewer should project company culture
c) Interviewer must listen for enthusiasm
d) Must tell them what the next step will be
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Application Form:
Company specific form used to generate specific
information the company wants
May be as brief as requiring only the applicants
name, address and telephone number while other
organizations may want more detailed information.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Completing the Application Form: Key
Issues
Legal considerations
Omit items which are not job-related; e.g., sex,
religion, age, national origin, race, color, and
disability.
Includes statement giving employer the right to
dismiss an employee for falsifying information.
Asks for permission to check work references.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Weighted application forms
A special type of application form that uses
relevant application information to determine
the likelihood of job success.
Helps differentiate between potentially
successful and unsuccessful job performers
Individual form items, such as years of
schooling, months on last job are validated
against performance and turnover measures
and given appropriate weights.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Preemployment Testing- helps measure intellect,
perception skills, mechanical comprehension, or personality
traits.
Performance simulation tests: requires the applicant to engage
in specific job behaviors necessary for doing the job successfully.
Work sampling: Job analysis is used to develop a miniature
replica of the job on which an applicant demonstrates his/her
skills. E.g. check-out clerk can demonstrate by scanning
customer purchases quickly.
Assessment centers: A facility where performance simulation
tests are administered. These include a series of exercises used
for selection, development and performance appraisals.
Specifically designed to evaluate a candidate’s managerial
potential.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Comprehensive Interviews:
Interviews involve a face-to-
face meeting with the
candidate to probe areas not
addressed by the application
form or tests.
They are a universal
selection tool used to obtain
in-depth information about a
candidate.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Different types of interview techniques
Traditional interview- one-on-one encounter
between the interviewer and the applicant
Panel interview- several individuals who interview
an applicant at once.
Stress interview- interview designed to create a
difficult environment in which the applicant is put to
test to assess his/her confidence levels.
The Selection Process
Interview Issues:
1. Interview Bias- image created by reviewing
materials such as the resume, application, or test
scores prior to the actual interview.
2. Impression Management- influencing
performance evaluations by portraying an image
desired by the appraiser.
3. The Behavioral Interview- Observing the job
candidates not only for what they say but for how
they behave.
The Selection Process
Comprehensive Interviews:
Realistic Job Preview
RJP’s present unfavorable as well as favorable information
about the job to applicants.
May include brochures, films, tours, work sampling, or verbal
statements that realistically portray the job.
RJP’s reduce turnover without lowering acceptance rates.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Conditional Job Offers:
Offers of employment made contingent
upon successful completion of
background check, physical/medical
exam, drug test, etc.
Once an applicant has passed all the
tests, the offer can be made permanent.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Background Investigation:
Verify information from the application form
Typical information verified includes:
References
Former employers
Educational accomplishments
Legal status to work in the country
Credit references
Criminal records
Background checks
Online searches
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Background Investigation
Qualified privilege
employers may discuss employees with prospective
employers without fear of reprisal as long as the discussion is
about job-related documented facts.
One-third of all applicants exaggerate their
backgrounds or experiences.
A good predictor of future behavior is an individual’s
past behavior.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Background Investigation Methods:
Internal investigation: checks former employers,
personal references and possibly credit sources.
External investigation: Uses a reference-checking
firm which may obtain more information, while
complying with privacy rights.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Background Investigation
Documentation, including whom called, questions
asked, information obtained/not obtained, is
important in case an employers’ hiring decision is
later challenged.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Medical/Physical Examination
Should be used only to determine if the individual
can comply with the essential functions of the job.
E.g. fire-fighters must perform activities that require a
certain physical condition
Americans with Disabilities Act requires that exams
be given only after conditional job offer is made, as
having a physical disability may not affect the hiring
decision.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
Job Offers
Actual hiring decision generally made by the
department manager.
Candidates not hired deserve the courtesy of prompt
notification.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
The Selection Process
The Comprehensive Approach
Comprehensive selection approach puts
applicants through all the steps in the selection
process before making a decision.
Assesses both strengths and weaknesses and is
considered more realistic.
Fundamentals of Human Resource Management
8e, DeCenzo and Robbins
