2. To ponder on..
 Reliability & Validity
 Validate a test
 Cite and Illustrate testing guidelines
 Tests for Employee Selection
 Back ground Investigations
* HRM by Gary Dessler

3. Difference Between
Recruitment and Selection
Recruitment Selection
The process of recruitment commences The process of selection ends once the
from the time the manpower request is offer letter is released to the candidate.
raised.
It is a process of sourcing and searching Series of screening steps which helps in
candidates to suit a particular role. the elimination of the candidates that
may not be suitable and thereby short
listing the suitable one’s.
The objective is to create a talent pool The objective of a selection process is
of candidates. to select the right candidates.

4. Why Careful Selection ?
 Performance
 Cost
 Legal Obligations
* HRM by Gary Dessler

5. Selection Process

6. Think of a test and analyze
it?
What is Meant by reliability and
validity?

7. Reliability
 It is the extent to which a selection test provides
consistent results. There are different types of reliability:
Test–retest
Internal consistency
Parallel forms
Split half

8. Validity
 Any test must be valid and it is a mandatory
requirement. Validity is the extent to which a test
measures what it claims to measure. If a test cannot
indicate the ability to perform the job, it has no value.
 There are different types of validity:
Face validity (performance based)
Criterion-related validity (Several samples of
behaviours)
Content validity (Content based)

9. How to validate a test?
 Analyze the Job
 Choose the Tests
 Administer the Test
 Relate your Test Scores and Criteria
 Cross Validate and Revalidate

10. What do Selection Methods
Assess?

11. List eight Tests that you
would use to select
employees.

12. Tests
 Intelligence Test
 Cognitive Ability
 Motor & Physical Ability
 Personality Test
 Big Five
1. Extraversion
2. Emotional Stability
3. Agreeableness
4. Conscientiousness
5. Openness to Experience

15. Some Stories..
oCity Garage Example
oOutback Steakhouse
oHonda

16. So can you organize data
into Excel sheet?
Parameters@Placement Cell :
1. Company
2. Students who opted for a company
3. Present status of calling
4. Past Status – No. of students selected
5. With PCTE – Good/Bad/Lukewarm

17. Employee Application Forms
 A filled in application form helps the selection process
with four types of information:
The applicant’s education and experience
The applicant’s progress and career growth
The applicant’s moves in their previous jobs can be
used to predict their stability.
Some of the details in the application form can also
help in predicting the likelihood of a candidate
succeeding at the job.

18. Interview
 Employment interview
It is a discussion between the interviewer and the
interviewee for the selection of a candidate for a specific
role in the organization.
 Best practices
Interview preparation
Interview content
Interviewee’s expectations

19. Types of Interviews
 Unstructured interviews: They do not follow a pre-
decided order.
 Structured interviews: They follow a pre-decided order.
 Exploratory interviews are discussions and investigations
of possibilities of employment.
Contd…

20. Types of Interviews
 Stress interviews: They make the candidate feel stressed
to assess their capability to handle uncomfortable
situations.
 Telephonic interview: An interview which is conducted
over phone is known as a telephonic interview.
 Video conferencing: Interviews are those interviews
which use videophone and video-conferencing facilities.
 MNC’s like Airtel, vodafone
Contd…

21. Types of Interviews
 Peer interviews: The candidate’s potential peers
(colleagues and team members) meet and have an
informal discussion with them.
 Group interviews: Many candidates are interviewed
together.
 Situational interview: Candidates are given typical
situations faced on the job and they are assessed on how
they would handle the situations.

22. Structure of a B. E. I.
The Behavioural Event Interview follows a structure:
To understand from the past experiences of how the
employee will behave in the future
It is done through some in depth and open ended
questions
Contd…

23. • Tell me about a time when you were on a team, and one of the
members wasn’t doing his or her share.
•Tell me about a time when you felt a need to update your skills or
knowledge in order to keep up with the changes in technology. How
did you approach that?
•Describe a time when a customer got angry with you. How did you
react? How did you resolve the situation?
• Please give me an example of a time when you took the initiative
to improve a specific work process.
•Give me an example of a time when you surpassed a customer’s
expectations.
• Tell me about a time when a customer requested special
treatment that was out of the scope of normal procedures. How did
you handle it?
•Tell me about a time when you had to cope with a stressful
situation.
•Give me an example of a time when you had to make a split
second decision.

24. Structure of a B. E. I.
 Trigger
To make the candidate recollect the critical event among
the events coming to their mind.
To judge whether the event has the characteristics of the
event solicited by the trigger.
To give an opportunity to the candidate to change the
event, if in the opinion of the interviewer/panelists, the
event does not meet the characteristics sought by the
trigger.
Contd…

25. Unique Forms of Testing
 Genetic testing
 Grapho-analysis
 Polygraph tests
 Online testing
 Video-based situational testing

26. Assessment Centres
 Types of assessment exercises:
In-tray or in-basket exercise
Leaderless group discussion/Presentation
Role play
Case study
Simulations
360-degree feedback

27. Continue more next time..
Queries from today’s
Session ???