SELEKSI
Proses memilih diantara calon tenaga kerja
tsb, yaitu yang paling sesuai dengan
kebutuhan organisasi/yang terbaik bagi
organisasi (perusahaan)
► Yang dinilai paling tepat dalam memenuhi
persyaratan jabatan.
► Merupakan proses untuk menyesuaikan
(“matching”)
antara
kualifikasi
calon
tenaga kerja dengan persyaratan jabatan.
Langkah-langkah dalam proses seleksi :
1. Penerimaan pendahuluan
2. Test-test penerimaan (valid & reliabel)
Macam-macam test :
a. Test Psikologis (psychological test)
● Test kecerdasan (intelligence test)
● Test kepribadian (personality test)
● Test bakat (aptitude test)
● Test minat (interest test)
● Test prestasi (achievement test)
b. Test pengetahuan (knowledge test)
c. Performance test
3.
4.
5.
6.
7.
Wawancara seleksi
Pemeriksaan referensi
Evaluasi medis (test kesehatan)
Wawancara supervisor
Keputusan penerimaan
Peran Wawancara
dalam seleksi
Proses wawancara dalam seleksi
harus memenuhi kebutuhan kedua
belah pihak (organisasi dan calon
tenaga kerja)
Sasaran Wawancara :
1. Mendapatkan sebanyak mungkin
informasi tentang calon tenaga kerja,
untuk bisa menentukan kecocokannya
dengan jabatan yang lowong
2. Memberikan informasi umum tentang
perusahaan kepada calon tenaga kerja,
agar calon tenaga kerja tersebut dapat
membuat keputusan untuk menolak atau
menerima
3. Membina hubungan baik antara calon
tenaga kerja dengan pihak perusahaan
Macam-macam bentuk dan jenis
wawancara
1. Wawancara terstruktur
2. Wawancara tidak terstruktur
(unstructured interview)
3. Problem solving interview
4. Stress interview
5. Wawancara individual-kelompok
Typical Interview
Errors
1.
2.
3.
4.
Halo effect
Leading questions
Personal biases
Interviewer domination
A SUMMARY OF
TYPICAL INTERVIEWERS ERRORS
HALO EFFECT
INTERVIEWERS WHO USE LIMITED INFORMATION ABOUT AN APPLICANT TO
BIAS THEIR EVALUATION OF THAT PERSON’S OTHER CHARACTERISTICS ARE
SUBJECT TO THE “HALO EFFECT”
LEADING QUESTIONS
INTERVIEWERS WHO “TELEGRAPH” THE DESIRED ANSWER BY THE WAY
THEY FRAME THEIR QUESTIONS ARE USING LEADING QUESTIONS
PERSONAL BIASES
INTERVIEWERS WHO HARBOR PREJUDICE AGAINST SPECIFIC GROUPS ARE
EXHIBITING A PERSONAL BIAS
INTERVIEWER DOMINATION
INTERVIEWERS WHO USE THE INTERVIEW TO OVERSELL THE APPLICANT,
BRAG ABOUT THEIR SUCCESSES OR CARRY ON A SOCIAL CONVERSATION
INSTEAD OF AN INTERVIEW ARE GUILTY OF INTERVIEWER DOMINATION
Guidelines for becoming a more effective
interviewer
1. Active listening to what and how the
applicant communicates
2. Be aware of non-verbal cues
3. Remain aware of the job requirements
(untuk menghilangkan halo effect)
4. Balance between open and overly
structured questions
5. Avoid premature decision (do not
evaluate on the basic of a first
impression)
Psychological Foundations for
Interviewers
1. Empathy
2. Barriers to
communication
3. Interviewer bias
4. Past is clue to future
SAMPLE QUESTIONS USE IN
EMPLOYMENT INTERVIEW
1.
2.
HOW DO YOU SPEND YOUR SPARE-TIME ?
WHAT COMMUNITY OR SCHOOL ACTIVITIES HAVE YOU
BEEN INVOLVED IN ?
3. DESCRIBE YOUR IDEAL JOB. IN WHAT TYPE OF WORK ARE
YOU INTERESTED ?
4. WHY DO YOU WANT TO WORK FOR OUR COMPANY ?
5. WHAT WERE YOUR FAVOURITE CLASSES ?
6. DO YOU HAVE ANY GEOGRAPHIC PREFERENCES ?
7. WHY DID YOU SELECT YOUR COLLEGE MAJOR ?
8. WHAT DO YOU KNOW ABOUT OUR COMPANY’S PRODUCTS
OR SERVICES ?
9. DESCRIBE THE IDEAL BOSS !
10. HOW OFTEN DO YOU EXPECT TO BE PROMOTED ?
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
WHAT IS YOUR MAJOR WEAKNESS ? STRENGTH ?
WHY DO YOU THINK YOUR FRIENDS LIKE YOU ?
DO YOU PLAN TO TAKE ADDITIONAL COLLEGE COURSES ?
WHICH ONES ?
WHAT JOBS HAVE YOU HAD THAT YOU LIKED THE MOST ?
LEAST ?
DESCRIBE YOUR LEAST FAVOURITE BOSS OR TEACHER !
WHAT ARE YOUR CAREER GOALS ?
IF YOU COULD GO BACK FIVE YEARS, WHAT WOULD YOU
DO THE SAME ? DIFFERENT ?
WHY SHOULD YOU BE HIRED BY OUR COMPANY ?
BESCRIBE YOUR LAST JOB !
HOW MANY HOURS DO YOU THINK YOU WILL HAVE TO
WORK AT YOUR JOB ?
WHAT JOB SKILLS DO YOU HAVE ?
WHAT IS YOUR FAVOURITE SPORT ?
KEPUTUSAN CALON TENAGA KERJA
 PENGALAMAN KERJA/MASA LALU
 SIKAP TEMAN-TEMAN
 PENGARUH ORANG TUA/GURU
KEMAMPUAN
SIKAP
KETERAMPILAN
PREFERENSI
PENGARUH
 PSIKOLOGIS
 EKONOMIS
 SOSIOLOGIS
OCCUPATIONAL CHOICE
 GAJI YANG DIHARAPKAN
 PERSEPSI TENTANG CITRA PERUSAHAAN
 LATAR BELAKANG PENDIDIKAN
PENGETAHUAN TENTANG PASAR TENAGA KERJA
 KEPRIBADIAN CALON TENAGA KERJA
 KESESUAIAN ANTARA KEBUTUHAN DENGAN KARAKTERISTIK PEKERJAAN
PROSES TAK SADAR, KESEMPATAN DAN KEBERUNTUNGAN
ORGANIZATIONAL CHOICE