Recruitment and Selection
Players in the Game
Employer Employee
mployer
mployee
Select : Induct Seek Entry: Pitch Growth
Retrain: Retain & Employability
Candidate R Responsibility
Expenditure I Remuneration
Time G Location
Flexibility H Growth
First Time T Option for exit
No more Obligation Demand
Effectiveness
Match 100% 3
Person – Job Fit
Job
Requirement HR Outcomes
s
Rewards Attraction
Performance
Retention
Match Attendance
Satisfaction
Impact
Other
PERSONA
L
KSAOs
Motivation
Firm
job
New
Person – Organization
Values duties
Job Match
Requirement
s
Rewards
Multiple Future
Jobs HR Outcomes
Jobs
Attraction
Performance
Retention
Attendance
Match Satisfaction
Other
PERSONAL
KSAOs
Motivation
Process of Selection
Testing
Knowledge Written Profiling techniques
Skill Dexterity
Attitude Psychometric
Aptitude
General/special/occupational
Group Discussion General Knowledge Decision Making
Team Work Leadership
Presentation Assertiveness
Stress Management Customer focus
Communication Social Commitment
11
Problem from the Test of
Mechanical Comprehension
Which gear will turn the same way as the driver?
H.R. Selection Techniques “On the Edge”
A. Graphology (Handwriting Analysis)
1. Why are organizations using it?
2. Is it reliable and valid?
Want a Job at Toyota Motor Manufacturing Plant
in Georgetown,, Kentucky? Here’s what you can
expect in their hiring process over the coming
months
What’s Assessed
Technical Skills
Leadership
Problem-solving skills
Health Assessment
How to Assess
Phase I : Applicants complete applications, and watch a Interpersonal
Skills one-hour video about the work environment
Phase II : Applicants complete Kentucky’s Department of
Employment Services Situation Judgement Inventory – measuring
one’s ability to work in a team, and other interpersonal skills
Phase III : Applicants participate in a four-hour program designed to
assess individual and group problem-solving skills. Applicants are
observed by Toyota Screening experts. Assembly line participants
also participate in a five-hour assembly situation
Phase IV : One-hour interview with a group of Toyota interviewers
Phase V : Conditional Toyota Employee. Applicants undergo two
and a half hours of health assessment at an area hospital
Phase VI : Employee is closely monitored by seasoned employees
who assess job performance for the next 6 months
What is an Assessment Center?
• Participants’ behavior is OBSERVED by
trained raters, evaluated, categorized and
scored
• Raters pool individual observations to arrive at
an overall estimate of potential, or score
• Participants are provided with oral and/or
written feedback regarding their performance
and potential
• Training and developmental plans can be
formulated
Army Recruitment
5 DAY PROGRAMME
CANDIDATES ARE CALLED THROUGH
“CALL LETTERS” TO APPEAR IN
DAYS TESTS AT SSB
(ALLAHABAD/BHOPAL/
BANGALORE/MYSORE/VARANASI/
DEHRADUN)
FOUR CATEGORIES OF TESTS
A) SCREENING TEST
B) PSYCHOLOGICAL TEST
C) GROUP TESTING OFFICERS(GTO) TEST
D) INTERVIEW
SCREENING TEST (FIRST DAY)
INDIVIDUAL FIRST FILL BIO DATA FORMS KNOWN
AS “PERSONAL INFORMATION QUESTIONNAIRE” (PIQ)
THEN CANDIDATE WILL UNDERGO TWO TYPES OF
TESTS
A) VERBAL AND NON-VERBAL TESTS
B) PICTURE STORY WRITING FOLLOWED BY
DISCUSSION OF THE STORIES
RESULTS DECLARED WITHIN 1 HOUR OF THE
COMPLETION OF TEST.
THOSE WHO CLEAR TEST ARE REQUIRED TO STAY
BACK FOR THE NEXT 4 DAYS
REMAINING PERSONS ARE DROPPED BACK AT THE
RAILWAY STATION
PSYCHOLOGICAL TEST (SECOND DAY)
TESTS ARE IN FOUR PARTS
THEMATIC APPERCEPTION TEST (TAT)
KNOWN AS PICTURE STORY WRITING.
DEVELOPED BY MURRAY
PERSON HAS TO CONSTRUCT STORIES
ABOUT CARDS IN ACCORDANCE
WITH THEIR PERSONALITY
CHARACTERISTIC AND EXPERIENCE
WORD ASSOCIATION TEST(WAT)
SITUATION REACTION TEST(SRT)
IT CAN MEASURE THE BEHAVIOR
OF A PERSON WITH NEUOLOGICAL DISORDERS
SELF DESCRIPTION TEST(SD)
DEVELOPED BY EDWARD
GIVES AN OVERALL
PICTURE, EVEN THOUGH
A CRUDE ONE OF INDL GENERAL
LEVEL OF COMPETENCE)
GROUP TESTING OFFICERS (GTO) TEST
(THIRD AND FOURTH DAY)
FOLLOWING TESTS CONDUCTED IN THIS CAREGORY :-
A)GROUP DISCUSSION
B)GROUP PLANNING EXERCISE
(SOMETIMES KNOWN AS MILITARY
PLANNING EXERCISE)
C)PROGRESSIVE GROUP TASKS
D)HALF GROUP TASKS
E)INDIVIDUAL OBSTACLES
F)GROUP OBSTACLES RACE
G)COMMAND TASK
H)LECTURE
I)FINAL GROUP TASK
Background Investigations and Reference Checks
• Extent of investigations and checks
– Reference checks (87%)
– Background employment checks (69%)
– Criminal records (61%)
– Driving records (56%)
– Credit checks (35%)
• Reasons for investigations and checks
– To verify factual information provided by
applicants.
– To uncover damaging information.
Reference Checking Form
(Verify that the applicant has provided permission before conducting reference checks)
Candidate Name:
Reference Name: Company Name:
Dates of Employment: (From: and To:)
Position(s) Held: Salary History:
Reason for Leaving:
Explain the reason for your call and verify the above information with the supervisor (including the reason for
leaving)
1. Please describe the type of work for which the candidate was responsible.
2. How would you describe the applicant’s relationships with coworkers, subordinates (if applicable), and
with superiors?
3. Did the candidate have a positive or negative work attitude? Please elaborate
4. How would you describe the quantity and quality of output generated by the former employee?
5. What were his/her strengths on the job?
6. What were his/her weaknesses on the job?
7. What is your overall assessment of the candidate?
8. Would you recommend him/her for this position? Why or why not?
9. Would this individual be eligible for rehire? Why or why not?
Other comments?
