CHAPTER 9:ASSESSING JOB CANDIDATES: TOOLS FOR SELECTION

FISHER D. CYNTHIAHUMAN RESOURCE MANAGEMENT

5TH EDITION

OVERVIEW OF THE SELECTION PROCESS

The selection process involves assessing the applicants to decide who will be hired.

• Organizations need to have members who are both skilled and motivated to perform their organizational roles.

• Either such members can be identified by careful selection, or attempts can be made to develop them after hire by extensive training and socialization.

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Application blank >>> Reject some candidates

Screening interview >>> - Do -

Tests >>> - Do -

More interviews >>> - Do -

Reference checks >>> - Do -

Conditional offer >>> Some rejects offer

Physical examination >>> Reject some candidates

Hire

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ORDER OF SELECTION DEVICES

(FIGURE 8.1)

APPLICATION BLANKS & BIO-DATA

Application BlanksApplication blanks typically request information about

education, work history, and skills, as well as the names and contact details of the applicant and several references.

Most organizations use application blanks or resumes to screen out candidates who do not meet the minimum job specifications on education or experience.

Using Bio-data for SelectionBio-data is a term used to refer to any type of personal history,

experience, or education information. It is more detailed than application blanks.

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TESTS

• A test is a means of obtaining a standardized sample of behaviour.

• Tests are standardized in content, scoring, and administration.

• All test takers get the same instructions, have the same length of time to work, and take the test under similar conditions.

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TESTS

A. Paper –and-pencil Tests of AbilityPaper –and-pencil tests are usually developed by psychologists and are purchased by organizations from test publisher.

These tests cover abilities such as--general intelligence, -numerical ability, -verbal ability, -clerical ability, -abstract reasoning, and -mechanical aptitude. (fig.8.4)

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TESTS

B. Work-Sample and Trainability Tests

Work-sample and trainability tests ask applicants to do a portion of the job to demonstrate that they have the skill and knowledge to perform or the ability to learn the job.

i. Work Sample Test

Work-sample tests are used when the applicant is expected to possess one or more crucial job skills-skills that the organization does not intend to teach to new hires.

Example: Typing manuscripts from handwriting copy.

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TESTS

ii. Trainability TestsTrainability tests are used for semiskilled jobs in which the

candidate is not expected to know the skill when applying for the job.

The first part of a trainability test consists of a carefully standardized period of instruction during which the trainer introduce a task, explains and demonstrates each step.

The second portion is the actual test, during which the candidate performs the task several times without coaching. The trainer observes and uses a checklist to record errors and rates the candidates. (fig.8.6)

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THE INTERVIEW Validity of the Interview:

Many interviews are relatively ineffective. Interviewers often commit judgmental and perceptual errors.

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1. Similarity Error: interviewers tend to be negatively disposed toward candidates who are similar to them (in hobbies, interests, or personal background).

2. Contrast Error: raters tend to compare each candidate with the preceding candidates rather than with an absolute standard.

3. Over-weighting of Negative Information: interviewers search for negative or disqualifying information about candidates.

4. Race, Gender, and Appearance Bias: interviewers may be more or less positive about a candidate on the basis of the candidate’s race, sex, or age.

THE INTERVIEW

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5. First Impression Error: interviewers tend to form a first impression of candidates based on application blank or on the first few moments of the interview.

6. Traits Rated and Halo Error: halo Error occurs when interviewer’s overall impression of a single dimension influence his or her rating of other characteristics.

7. Nonverbal factors: some interviewers are influenced by nonverbal factors (appropriate clothing, make eye contact, smile) in the interview.

8. Faulty Listening and Memory: an interviewer may miss a substantial portion of what the interviewee says because of poor listening habits or preoccupation with what to ask next.

THE INTERVIEW

Types of Interview Unstructured Interviews: Semi-structured Interviews:Structured Interviews:

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Structured Interviews: In a structured interview, questions are planned in advance and are asked of each candidate in the same way.

Three types of structured interviews are: • The Patterned Interview• The Situational Interview• The Behaviour Description Interview

THE INTERVIEW

The Patterned InterviewHere, questions tend to focus on past work

activities, education, career goals, job-related etc.

Situational Interview Focuses mainly on future-oriented questions

about what the candidate would do if faced with a hypothetical job situation.

Behavior Description InterviewInterviewer asks about past behaviours-what the

candidate actually did in past situations similar to those likely to occur on the job 12