Employee Selection and Recruitment

• The selection procedure secures relevant information about an applicant.
• The selection is a long process, starting from the preliminary interview and ending with the employment contract.
• The selection procedure is effective when the job requirements are clearly specified, employee specifications are specified, and candidates for screening have been attracted.

Importance of Recruitment and Selection

• Helps to get a proper candidate, increase the success rate, reduce the probability of turnover
• Assist in organizations with legal and social obligations, and increase organizational and individual effectiveness.

Selection Process

• Define the job before hiring an employee.
• Review application forms and credentials carefully, paying attention to employment gaps.
• Spelling, grammar, and punctuation should all be carefully reviewed.
• Check if the career has gone backwards or plateaued.
• Note any failure to follow directions, like failing to include a cover letter
• The employment process includes employment interviews, testing, background checks, reference checks, and a final interview
• A final selection decision, physical examination, and final employment decision/placement on the job occurs.

Cover Letter

• The letter of application provide additional information about your skills and experience to an employer
• The letter of application is intended to showcase why you are qualified for a job.

Interview types

• Structured
• Unstructured
• Disciplinary
• Stress
• Informal
• Formal
• Panel

Structured Interview

• This is the style of interview where a particular set of predetermined questions occur.
• In structured interviews, the question are planned and asked the same to all candidates.
• Structured interview questions can be open or closed-ended.
• Closed-ended questions ask for specific pieces of information and often require choosing from a list of alternatives.
• Open-ended questions are those that can be answered in many ways and allow elaborate, thoughtful answers.

Disciplinary Interview

• This is a meeting between at least one manager and an employee to investigate and deal with an employee's misconduct or performance in a fair and consistent manner.
• The employee may be accompanied by a colleague or trade union representative.

Stress Interview

• Used by employers to assess how a candidate reacts when put under intense pressure.
• Assesses ability when it comes to handling conflict, opposition, criticism, and workload.
• Possible example questions include:
  • You do not have enough experience, why should we hire you?
  • Do you think you are doing well in this interview?
  • How many other companies are have you applied to?
  • Can you explain your answer differently?

Informal Interview

• It refers to a casual conversation between a job applicant and someone who works at a company
• This is to learn more about a company or job, and is usually the result of a networking opportunity.

Formal Interview

• A one-on-one meeting between a job candidate and employer, after which the prospective employer decides if the candidate is right for the position.

Panel Interview

• It includes one applicant and several interviewers, such as the hiring manager and a human resource recruitment team member.

Psychometric Test

• It assesses a candidate's cognitive ability and personality.
• Valuable insights such as job performance, competence, and motivations can be predicted.
• There are two general types of psychometric tests, ability tests.
• Tests include assessments for:
  • Verbal reasoning, ability to comprehend written information
  • Numerical reasoning, how you think using numbers
  • Abstract or spatial reasoning, the ability to understand patterns and logical rules.

Personality tests

• It elicits information about a person's motivations, preferences, emotional makeup, and style of interacting with people and situations.

General Ability Test (GAT)

• It is a standardized assessment of an applicant's general reasoning ability and measures learning capacity, observational skills, and problem-solving ability.
• Objective measure that is free from language and cultural bias.

Integrity test

• It is a type of personality test to assess someone's tendency to be honest, trustworthy, and dependable.
• A lack of integrity is associated with counterproductive behaviors such as theft, violence, and sabotage.
• Examples include questions such as believing it's stealing taking paper or pens without permission or whether most employers take advantage of employees.

Job knowledge tests

• Tests consist of questions designed to assess technical or professional expertise in specific knowledge areas.
• Evaluates what a person knows at the time of testing.
• Examples include tests of basic accounting principles, computer programming, financial management, and knowledge of contract law.

Situational judgment tests (SJTs)

• It present applicants with a description of a work problem or critical situation related to the job they are applying for and ask them to identify how they would respond.

Skills Assessment Tests

• It gauge the abilities and skills of both current employees and job applicants
• The tests are designed to assess whether individuals have the skills necessary to perform the role.
• Skills employers focus on include coding, typing, proofreading, and programming.

Pre-employment medical examination

• A medical examination you will require to assess your physical ability such as "basic five"
• Includes tests like a complete blood count, urinalysis, and stool tests. Additionally:
• Audiometry (Hearing test)
• Visual Acuity (Far and Near Vision) (Eye test)
• Color Perception Test (Ishihara) (Test to assess color blindness)
• Drug Test (To ensure you are free from prohibited substances)
• Pregnancy Test (If applicable)
• Medical Clearance/Certificate