SELECTION TECHNIQUES
Team 7
Emily Abraham-Linesch
Law Pei Pei
Nik Ily Diyana
Selection process
Hiring decision
Note: an applicant
may be rejected
after any step in the
process
Medical examination
Supervisory interview
Preliminary selection in HR Dep.
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review
Selection Process
Application Review
Application Review
 Review of applications and resumes
 Put candidates in order of best qualified
 Select the most appropriate applicants
Selection Process
Initial interview in HR department
Application Review
Initial interview in HR Department
 Highly Structured Interview
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Questions Based on Job Requirements
Distinct Types of Questions
Sample Good Responses
Multiple Raters
Consistency Applied
Documentation
“Fostered by EEO Requirements”
Types of Interview Questions
WARM-UP QUESTIONS
WORK HISTORY e.g. What special aspects of your work experience have
changed in the past 5 years and how does it prepare you for your future jobs?
JOB PERFORMANCE e.g. Everyone has strengths & weaknesses as
workers. What are your strong points for this job?
EDUCATION e.g. How has your education helped you pave your career?
How strong is its influence in your chosen career?
CAREER GOALS e.g. Where do you see your career headed in 3 years
time?
SELF-ASSESSMENT e.g. What is your biggest achievement?
MOTIVATION e.g. What activity or recognition are you most proud of?
WORK STANDARDS e.g. What are your standards of success in your job?
LEADERSHIP e.g. How effectively do you handle stressful situations?
Selection Process
Employment tests
Initial interview in HR Dep.
Application Review
Employment tests
 Perform psychological and honesty tests
 Teamwork ability tests
 Good predictor of job performance
Selection Process
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review
Background investigation
 Check references and work history
 Good citizen (criminal record)
 Reliability of applicant
 Information will be obtained from:
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former employers
school, college, university officials
credit bureaus
individuals named as references
Selection Process
Preliminary selection in HR Dep.
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review
Preliminary Selection in HR
Dep.
 Ranking of applicants based on previous
processes
 Select the best candidates for “second” round
Selection process
Supervisory interview
Preliminary selection in HR Dep.
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review
Supervisory Interview
 In depth panel interview, behavioral type
questions (conducted by closest supervisor,
consultant and representative of HR
department )
 Multiple opinions
 In depth knowledge about applicants
behavior and decision making capabilities
Selection Process
Medical examination
Supervisory interview
Preliminary selection in HR Dep.
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review
Medical examination
 Given to ensure that the health of an
applicant is adequate to meet the job
requirements
 Test held by professional medical institution
 Protection against possible later law suits
 Can be costly
Selection Process
Hiring decision
Medical examination
Supervisory interview
Preliminary selection in HR Dep.
Background investigation
Employment tests
Initial interview in HR Dep.
Application Review
Hiring Decision
 Goal of the whole application process (most
important step)
 Final decision based on all steps of the
selection process
Selection Process Tasks: Functional,
Country and Regional Managers
Application Screening
Positions
Outsourced
Initial Interview
Outsourced
Employment Tests
Background Investigation
Outsourced
Preliminary Selection
Outsourced
Supervisory Interview
HQ
Medical Examination
Outsourced
Hiring Decision
HQ
Outsourced
Selection Process Tasks
 CEO
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elected by Executive Board of Directors
 Facility and Assistant Facility Managers
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conducted by closest supervisor and
representative of HR department
Cost
 Partnership with global consulting agency
 Outsourcing selection process reduces
personnel needs and expenses in HR
department
 Selection methods are designed to reflect the
importance of specific position
 Opportunity Cost
Validity and Reliability
 The combination of the different steps in the
selection process will assure that each
applicant’s characteristics are correctly
evaluated
 Reliability
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More than one interviewer at supervisory
interview
Standardization e.g. BP employment test