EMPLOYEE TESTING AND
SELECTION
Dr. Zanete Garanti
Faculty of Business Administration
DIFFERENCES BETWEEN RECRUITMENT
AND SELECTION
Recruitment is the process of identifying that the
organization needs to employ someone up to the
point at which application forms for the post
have arrived at the organization
Selection then consists of the processes involved in
choosing from applicants a suitable candidate
to fill a post
Attracting the right candidates to apply for a job can be
an expensive process
It is even more expensive when done badly because
when unsuitable candidates apply for a job, then the
post may need to be re-advertised so it is best to get it
right first time!
The starting point is to carry out job analysis
(planning) to identify the sorts of skills, knowledge
and essential requirements that someone needs to
have to carry out a job
RECRUITMENT DEFINITIONS

The process or art of finding candidates for a post
in an organization

Refers to the process of attracting, screening,
and selecting qualified people for a job at an
organization or firm

Recruitment can focus on the internal labor
market (pursuing staff already employed by the
organization) or the external labor market
(pursuing applicants from outside the organization)
INTERNAL RECRUITMENT
This refers to the filling of job
vacancies from within the
business where existing employees
are selected rather than employing
someone from outside
 A business might decide that it
already has the right people with
the right skills to do the job,
particularly if its training and
development program has been
effective

HOW TO DO INTERNAL RECRUITMENT?

Internal vacancies are usually advertised within the
business via a variety of media:

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Job offer to particular employee as a result of
individual assessment
Internal database
Staff notice boards
Intranets
In-house magazines / newsletters
Staff meetings
INTERNAL RECRUITMENT: SUMMARY
Advantages
Disadvantages
Knowledge of how a business operates
will need shorter periods of
training and time for 'fitting in’
Replacement of the person who has
been promoted
Person is used to working with
others in the organization
An insider may be less likely to make
the essential criticisms required to
get the company working more
effectively
Internal promotion acts as an
incentive to all staff to work
harder within the organization
Promotion of one person in a
company may upset someone else
The strengths and weaknesses of
an insider known. Avoid an outsider
who may only be a success 'on paper’
EXTERNAL RECRUITMENT
External recruitment is the
process of searching outside
of the current employee
pool to fill open positions in an
organization
 It can cost more than hiring
from within, but it also provides
an opportunity for a fresh
outlook on the industry that a
company may need to stay
competitive

SUCCESSFUL EXTERNAL RECRUITMENT
The HRM function has to take initiatives in four important
areas to make the external recruitment efficient, quick and
bringing the right quality of candidates:

Organization Brand Name (http://www.forbes.com/sites/georgeanders/2012/10/11/the-20-mostdesired-employers-from-google-to-loreal/)
Correct Positioning of Job Posting
 Channels used to promote the job vacancy
 Speed of the Recruitment Process

EXTERNAL RECRUITMENT: SUMMARY
Advantages
Disadvantages
Provides new ideas and new insight
Loss of time due to adjustment
Allows employee to make changes
without having to please constituent
groups
Destroys incentive of present
employees to strive for promotions
Does not change the present
organizational hierarchy as much
No information is available about the
individual’s ability to fit with the
rest of organization
RECRUITMENT CHANNELS: JOB
ADVERTISEMENTS IN MEDIA

Advertisements are the most common form of
external recruitment. They can be found in
many places:
local and national newspapers,
 notice boards,
 recruitment fairs.
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It allows to attract wide range of applicants, but can
be costly and time consuming process.
RECRUITMENT CHANNELS: JOB CENTERS
Job centers are paid by the government and are
responsible for helping the unemployed find jobs or
get training. They also provide a service for
businesses needing to advertise a vacancy and are
generally free to use
 What could be advantages and disadvantages
using job centers?

RECRUITMENT CHANNELS:
RECRUITMENT AGENCY
Recruitment agency provides employers with
details of suitable candidates for a vacancy and can
sometimes be referred to as ‘head-hunters’. They
often specialize in particular employment
areas e.g. nursing, financial services, teacher
recruitment etc. They work for fee, that can be up
to 20% of candidates’ salary
 What could be advantages and disadvantages
using job centers?
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HEAD HUNTING

Headhunting refers to the
approach of finding and
attracting the best
experienced person with the
required skill set

Headhunting is also
a recruitment process that
involves convincing the
person to join your
organization
RECRUITMENT CHANNELS: PERSONAL
RECOMMENDATION
Often referred to as ‘word of mouth’ and can be a
recommendation from a employee, colleague at
work, business partner etc. . A full assessment of
the candidate is still needed however but potentially
it saves on advertising cost.
 What could be advantages and disadvantages
using personal recommendations?

RECRUITMENT CHANNELS: INTERNET

Modern, fast and popular way to attract attention.
Advertisements can be placed in:
Site of company: people who are interested in your
company will find you!
 Job advertisement site,
 Recruitment agency site,
 Other opportunities (banners ,
social networking sites etc.)
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RECRUITMENT CHANNELS: DIFFERENT
CONNECTIONS, EMPLOYEE LEASING, EMPLOYEE
OURSOURCING ETC.

Using connection with schools and universities to find new
professionals.
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Employee Leasing- arrangement in which a firm (called
subscribing firm) transfers its employees to another firm
(called leasing firm). The subscribing firm leases its
employees back as employees of the leasing firm and
usually pays more for their services than their salaries at the
time of transfer. This way the payroll and associated
expenses and taxes of the leased employees become the
leasing firm’s liabilities.
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Employee Outsourcing- company provides employees
either on a short or long-term contract basis.
SELECTION
Is the process of discovering the qualifications and
characteristics of the job applicant in order to establish
their likely suitability for the job position.
 A good selection requires a methodical approach to the
problem of finding the best matched person for the
job.

Positive
outcome
• Selecting the right candidate
• Rejecting the wrong candidate
Negative
outcome
• Selecting the wrong candidate
• Rejecting the correct candidate
SELECTION PROCESS
Resumes/ CVs Review
Initial Screening Interview
Analyze the Application Blank
Conducting Tests and Evaluating performance
Preliminary Interview
Core and Departmental Interviews
Reference checks
Job offer
Medical Evaluation
SELECTION TECHNIQUES AND THE
FREQUENCY OF USE
Technique
Percentage of firms
reporting to use (USA)
Reference checking
96
Interviews
94
Application forms
87
Ability tests
78
Medical examinations
50
Mental ability
31
Drug tests
26
Personality inventory
17
Weighted application forms
11
Honesty tests
7
Lie detector tests
5
APPLICATION FORMS
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1.
2.
Contains:
 Personal information
 Education, qualifications
 Work experience, salary
 Personality items
 References
Evaluation of application forms:
Clinical method

In this method, all the information furnished by the applicant
in the form is analyzed and inferences are made about
applicant’s personality
Weighted method
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In this method, certain points or weights are assigned to each
item in the application form
SELECTION TESTS
Intelligence
 Interest
 Aptitude
 Personality
 Achievements
 Situational
 Graphology
 Others
 See the test examples:

http://www.jobs.mahle.com/C12578D4003EF749/vwContentByUNID/F9CE3FA1CF74AC37C1257B3
C005E4964/$FILE/Pre-Employment%20Math%20Morristown.pdf
Interviews
Preliminary
interview
Panel
Selection
interview
Unstructured
Group
In- depth
Formal and
structured
Decision
making
interview
Stress
NEXT CLASS: JOB INTERVIEW
We are going to have a job interview role play on
Tuesday, March 24.
 Here is the situation:

You are a graduate of UMK, Faculty of Business. You
applied to work in a KOOP bank as a bank clerk.
 Prepare yourself for a job interview as both interviewer
and an applicant.
 You will be assested on ability to carry out both roles (it
will count as your first quiz).

Attendace is compulsory!
 Find examples of the job interview questions and
prepare both to ask them and to answer them:
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http://jobsearch.about.com/od/interviewquestionsanswers/a/top-50-job-interview-questions.htm
INDUCTION
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Induction is a structured and standardized means of
communicating corporate goals, policies, procedures
and standards to new staff. It assists with their
socialization into organizational values and culture.
It is a supportive process that includes mentoring,
coaching and the provision of information and learning
materials that address technical and professional aspects
of the job. It is primarily work-based and, as such, is the
responsibility of the department and supervisor.
Induction is an opportunity to discuss what systems are
in place for managing and supporting staff, including
their career development, training, and performance
management.
A PROPERLY CONDUCTED INDUCTION
SHOULD:
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Reinforce the staff member’s decision to join the organization,
Enable staff to quickly commence work in an effective
manner,
Clarify expectations and reduce anxiety,
Increase the predictability of a staff member’s behavior, i.e.
that he or she will act in accordance with their terms and
conditions of employment and in the interest of the
organization,
Promote enthusiasm and excitement about the staff member’s
role,
Link the new staff member to the organization’s work and
collegial networking structures,
Provide information about staff member’s rights and
obligations.
APPLICATION HOMEWORK
Chapter 6 of Dessler HRM book:
 http://www.prenhall.com/behindthebook/0131746
170/pdf/Dessler2_When_On_Your_Own.pdf
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