Scribd
Upload
6 views56 pages

Lesson-4-SELECTION-OF-EMPLOYEES

The document outlines the employee selection process, which includes defining the job, reviewing applications, conducting interviews, and performing background checks. It also discusses various types of interviews, such as structured, disciplinary, and panel interviews, along with different testing methods like psychometric tests and job knowledge tests. Additionally, it highlights the importance of pre-employment medical examinations to ensure candidates are physically fit for the role.

Uploaded by

lvlydlcrz2
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
6 views56 pages

Lesson-4-SELECTION-OF-EMPLOYEES

The document outlines the employee selection process, which includes defining the job, reviewing applications, conducting interviews, and performing background checks. It also discusses various types of interviews, such as structured, disciplinary, and panel interviews, along with different testing methods like psychometric tests and job knowledge tests. Additionally, it highlights the importance of pre-employment medical examinations to ensure candidates are physically fit for the role.

Uploaded by

lvlydlcrz2
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 56

SELECTION OF

EMPLOYEES
SELECTION PROCESS
 1. Define the job before hiring an employee.
 2. Review application form and credentials
carefully.
 A. Employment gaps
 Spelling, grammar and punctuation
 Evidence that a career has gone backwards or
plateaued
 Failure to follow directions
 Failing to include a cover letter
SELECTION PROCESS
 3. Employment interview
 4. Employment Testing
 5.Background investigation/reference
checking
 6. Final Interview
 7. Selection decision
 8. Physical examination
 9. Final employment decision/placement on
COVER LETTER
A letter of application, also known as a cover
letter, is a document sent with your resume to
provide additional information about your skills and
experience to an employer.
The letter of application is intended to provide
detailed information on why you are a qualified
candidate for the job.
STRUCTURED INTERVIEW
A structured interview is a type of interview in
which the interviewer asks a particular set of
predetermined questions. In structured
interviews, questions are planned and created
in advance, which means that all candidates are
asked the same questions in the same order.
DISCIPLINARY
INTERVIEW
 A disciplinary interview is a meeting between at
least one manager and an employee (who may be
accompanied by a colleague or trade union
representative) to investigate and deal with an
employee's misconduct or performance in a fair and
consistent manner.
What are stress interview
questions?
• You don't have enough experience for this position. Why
should we hire you?
• Do you think you're doing well in this interview?
• How many other companies are interested in you?
• I don't understand your answer. Can you please explain it
differently?
INFORMAL INTERVIEW
 An informational interview refers to a casual
conversation between a job applicant and
someone who works at a company that they
want to be a part of. It is usually the result of
a successful networking opportunity,
allowing you to learn more about a particular
job and company from someone who is
already working in the industry.
FORMAL INTERVIEW
A formal interview is a one-on-one meeting
between a prospective job candidate and
employer, after which the prospective employer
decides whether or not the candidate is right for
the position. Formal interviews can be
conducted in any trade or business.
PANEL INTERVIEW
Panel interview refers to a type
of interview which includes one applicant and
several interviewers, often representatives of
different departments within a company like
the hiring manager and a member of the
human resource recruitment team.
A psychometric test is used to
assess a candidate's cognitive
ability and their personality.
From a candidate's response
psychometric testing can predict
valuable insights such as job
performance, competence, and
motivations.
There are two general types of
psychometric tests: ability tests
You'll see tests of things like:

verbal reasoning – your ability to


understand written information.
numerical reasoning – how you
think using numbers.
abstract or spatial reasoning –
your ability to understand
patterns, logical rules or work
Personality tests are
designed to systematically
elicit information about a
person's motivations,
preferences, interests,
emotional make-up, and
style of interacting with
people and situations.
What is general ability test?
The GAT is a standardized
assessment of an applicant's
general reasoning ability, and it
measures learning capacity,
observational skills and problem
solving ability. It provides an
objective measure that is free
from language and cultural bias.
People are often asked to
remember a list of words,
draw things such as a clock,
and solve visual puzzles.
Including a variety of tasks
helps us assess how different
types of thinking skills and
areas of the brain are
An integrity test is a specific
type of personality test designed
to assess an applicant's tendency
to be honest, trustworthy, and
dependable.
A lack of integrity is associated
with such counterproductive
behaviors as theft, violence,
sabotage, disciplinary problems,
Examples of Overt Integrity
Questions:
Do you think it is stealing to take
small items home from work?
Do you believe that taking paper
or pens without permission from
your work place is stealing?
Do you believe most employers
take advantage of the people who
work for them?
Job knowledge tests,
sometimes referred to as
achievement or mastery
tests, typically consist of
questions designed to assess
technical or professional
expertise in specific
knowledge areas. Job
knowledge tests evaluate
What is an example of a job
knowledge test?
Examples of job knowledge tests
include tests of basic accounting
principles, computer programming,
financial management, and
knowledge of contract law.
Job knowledge tests are often
constructed on the basis of an
analysis of the tasks that make up
the job.
What is the situational
judgement test?
Situational judgment tests
(SJTs) present applicants with
a description of a work
problem or critical situation
related to the job they are
applying for and ask them to
identify how they would
Skills assessment tests
are often used by
employers to gauge the
abilities and skills of both
current employees and job
applicants. These tests are
designed to assess
whether individuals have
the skills necessary to
When assessing these skills, employers are
testing on certain things that would be part of
the person’s daily duties and accurately
measure task-related abilities that are relevant
to a job.

Typical skills that are tested include coding


typing and proofreading, operating computers
or machinery, language skills and
programming.
For a medical examination
for work , you'll likely need a
pre-employment medical
examination or "basic five"
which assesses your physical
capability for the job, often
including tests like a
complete blood count,
urinalysis, stool exam, and
Pre-Employment Medical
Examination (PEME):
This is a common requirement for many jobs to ensure
you are physically fit for the role.
Basic Five (or similar packages):
Many clinics offer packages that include these essential
tests:
Complete Physical Examination: This involves a general
check-up of your vital signs, body systems, and overall
health.
Complete Blood Count (CBC): Measures the different
types of cells in your blood, helping to identify potential
issues.
Routine Urinalysis: Examines your urine for
abnormalities, such as infection or kidney problems.
Stool Examination/Fecalysis: Checks for parasites or
Additional Tests:
Depending on the job requirements and your
employer, you may also need:
Audiometry: Hearing test
Visual Acuity (Far and Near Vision): Eye test
Color Perception Test (Ishihara): To assess color
blindness
Drug Test: To ensure you are free from prohibited
substances
Pregnancy Test: If applicable
Medical Clearance/Certificate:
After the examination, you'll receive a certificate
confirming that you meet the necessary health
requirements for the job.

You might also like