Human Resource Management
By Laura Portolese Dias
© Laura Portolese Dias 2011, published by Flat World Knowledge
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© Laura Portolese Dias 2011, published by Flat World Knowledge
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Chapter 5
Selection
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objective
1. Be able to name and discuss the steps in the
selection process.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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The Selection Process
• Selection process
– The steps involved in choosing people who
have the right qualifications to fill a current
or future job opening
• The role of HR
– Define the process
– Guide the process
© Laura Portolese Dias 2011, published by Flat World Knowledge
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The Selection Process
• Cost of Selection Process
– Statistics vary but
• $40,000 (US Dept. of Labor)
– Cost includes time and money spent
© Laura Portolese Dias 2011, published by Flat World Knowledge
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The Selection Process
• 5 Steps of the Selection Process
– Criteria development
– Application and resume review
– Interviewing
– Test administration
– Making the offer
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objectives
1. Be able to explain why criteria development is an
important part of the selection process.
2. Give examples of types of criteria that can be
developed.
3. Describe the advantages and disadvantages of
internal and external candidates.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Criteria Development
and Resume Review
• Criteria for hiring
– Part of job analysis
– May include other necessary skills
• Development of interview questions
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Criteria Development
and Resume Review
• Example of criteria might include:
– Two years of experience managing a $2 million or more
project budget
– A bachelor’s degree in business or closely related field
– Ability to work on multiple projects at once
– Problem-solving ability
– Conflict-management ability
– Ability to manage a team of five to six diverse workers
– Score of at least a 70 on cognitive ability test
– Score of excellent from most recent employer
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Criteria Development
and Resume Review
• Validity
– How useful the tool is to measure a person’s
attributes
• Reliability
– The degree to which other selection techniques
yield similar data over time
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Criteria Development
and Resume Review
• Fit issues
– Looking for specific education and expertise
– Also looking for fit with the company culture
• Reviewing resumes
– Rating system
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Criteria Development
and Resume Review
• Internal and External Candidates
– Advantages
– Disadvantages
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objectives
1. Explain the various types of interviews and
interview questions.
2. Discuss interview methods and potential
mistakes in interviewing candidates.
3. Explain the interview process.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Interviewing
• Types of interviews
– Traditional
– Telephone
– Panel
– Information interview
– Meal interview
– Group interview
– Video interview
– Nondirective interview
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Interviewing
• Interview questions
– Situational interview style
– Behavior description interview style
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Interviewing
• Interview questions to avoid
– National origin
– Age
– Marital status
– Religion
– Disabilities
– Criminal record
– Personal questions
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Interviewing
• Interview Bias
– Halo or reverse halo effect bias
– Contrast bias
– Gut feeling bias
– Generalization bias
– Cultural noise bias
– Nonverbal behavior bias
– Similar to me bias
– Recency bias
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Interviewing
• The process
–
–
–
–
–
–
Recruit new candidates.
Establish criteria for which candidates will be rated.
Develop interview questions based on the analysis.
Set a timeline for interviewing and decision making.
Connect schedules with others involved in the interview process.
Set up the interviews with candidates and set up any testing
procedures.
– Interview the candidates and perform any necessary testing.
– Once all results are back, meet with the hiring team to discuss each
candidate and make a decision, based on established criteria.
– Put together an offer for the candidate.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Learning Objectives
1. Explain the types of tests that can be
administered as part of the selection process.
2. Be able to discuss the types of selection
models.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Testing and Selecting
•
•
•
•
•
Cognitive ability tests
Personality tests
Physical ability tests
Job knowledge tests
Work sample
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Testing and Selecting
• Selection methods
– Clinical selection approach
– Statistical
– Multiple cutoff model
– Multiple hurdle model
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Learning Objective
1. Explain the steps in making the offer to the
candidate.
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Making the Offer
• Once a candidate is chosen, making the offer
is the all important last step
• Ask questions ahead of time so fewer issues
later such as:
– If I were to make an offer today, could you accept
it?
– Dollar wise, at what point would you accept or
reject the offer?
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Making the Offer
• Offer letters should include:
–
–
–
–
–
–
–
–
Job title
Salary
Other compensation, such as bonuses or stock options
Benefits, such as healthcare coverage, 401(k)
Vacation time/paid holidays
Start date
Noncompete agreement expectations
Additional considerations such as relocation expenses
© Laura Portolese Dias 2011, published by Flat World Knowledge
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