logging in or signing up SELECTION intruder2105 Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 36 Category: Business & Fin.. License: All Rights Reserved Like it (0) Dislike it (0) Added: June 05, 2013 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript SELECTION: SELECTION 6/5/2013 1 SELECTIONINTRODUCTION: INTRODUCTION Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job . Information gathering and giving process needs to be as accurate as possible. In order to obtain accurate information about candidates, you should use more than one method, in the same way that you used more than one method when preparing the original job criteria; multiple methods give greater accuracy in matching the person to the job. 6/5/2013 2 SELECTIONWHY CAREFUL SELECTION IS IMPORTANT: WHY CAREFUL SELECTION IS IMPORTANT Once you review your applicants resumes, the next step is selecting the best candidate for the job. This usually means whittling down the applicant pool by using screening tools. Three main reasons for careful selection– 1. Performance 2. Cost 3. Legal Obligations 6/5/2013 3 SELECTIONBASIC TESTING CONCEPTS: BASIC TESTING CONCEPTS RELIABILITY -A reliable test is one that yield consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on 2 or more different occasions. VALIDITY- Tells you whether the test is measuring what you think it’s supposed to be measuring. 1.Test validity 2.Criterion validity 3.Content validity 6/5/2013 4 SELECTIONCONTD..: CONTD.. How to validate a Test -The validation process consists of five steps- Analyze the job Choose the tests Administer the test Relate your test scores and criteria Cross-validate and Revalidate 6/5/2013 5 SELECTIONTESTS AS AN SELECTION TOOL: TESTS AS AN SELECTION TOOL City Garage Example -Original hiring process consisted of a paper and pencil application and one interview , immediately followed by a hire/don’t hire decision. The result was high turnover. Top managers decided to purchase the Personality Profile Analysis online test from Dallas-based Thomas International USA. Tests were then conducted which showed whether the applicant is high or low in four personality characteristics. 6/5/2013 6 SELECTIONTYPES OF TEST: TYPES OF TEST Tests of cognitive abilities a)Intelligence tests b)Specific Cognitive abilities Tests of motor and physical abilities Measuring personality and interests Achievement Tests 6/5/2013 7 SELECTIONCOGNITIVE ABILITIES TEST: COGNITIVE ABILITIES TEST Includes test of general reasoning ability(intelligence) and tests of specific mental abilities like memory and inductive reasoning. INTELLIGENCE TESTS- Tests of general i ntellectual abilities. They measure not a single trait but rather a range of abilities , including memory , vocabulary , verbal fluency and numerical ability. 6/5/2013 8 SELECTIONCONTD..: CONTD.. Adult’s IQ Score is usually a “derived” score. It reflects the extent to which the person is above or below the average adult’s intelligence score. Intelligence is often measured with individually administered tests like the Stanford- Binet Test or the Wechsler Test. Other intelligence tests that can be used- Kaufman Adolescent and Adult Intelligence Test , Slosson Intelligence test and comprehensive test of non-verbal intelligence. 6/5/2013 9 SELECTIONSPECIFIC COGNITIVE ABILITIES: SPECIFIC COGNITIVE ABILITIES These are also measures of specific abilities , such as inductive and deductive reasoning , verbal comprehension ,memory and numerical ability. Psychologists often call such tests aptitude tests since they purport to measure aptitude for the job in question. This may reflect a person’s aptitude for a job-like that of mechanist or engineer –that require mechanical comprehension. 6/5/2013 10 SELECTIONTESTS OF MOTOR AND PHYSICAL ABILITIES: TESTS OF MOTOR AND PHYSICAL ABILITIES Motor abilities such as finger dexterity , manual dexterity and (if hiring pilots) reaction time. Crawford Small Parts Dexterity Test is an example . It measures the speed and accuracy of simple judgment as well as the speed of finger , hand and arm movements. Tests of physical abilities include-static strength(such as lifting weights), dynamic strengths(pull ups),body co-ordination (as in jumping rope) and stamina. 6/5/2013 11 SELECTIONMEASURING PERSONALITY AND INTERESTS: MEASURING PERSONALITY AND INTERESTS Most people are hired based on qualifications , but are fired for non-performance. Non-performance “is usually the result of personal characteristics such as attitude, motivation and temperament. Employers use personality tests to measure and predict these intangibles. Example-Hewlett- P ackard , Acxiom Corp. 6/5/2013 12 SELECTIONPERSONALITY TESTS: PERSONALITY TESTS Measures basic aspect of an applicant’s personality such as introversion , stability , and motivation. Tests can be-projective and self-reported Projective-Psychologists presents an ambiguous stimulus to the person . The person then reacts to it. Self-Reported-Applicants fill out themselves. 6/5/2013 13 SELECTIONACHIEVEMENT TESTS: ACHIEVEMENT TESTS Measure what someone has learned. Most of the tests we take in schools and colleges are achievement tests. They measure your job knowledge in areas like economics, marketing or human resources. In addition to job knowledge, achievement tests measure the applicant’s abilities , a typing test is one example 6/5/2013 14 SELECTIONWORK SAMPLING: WORK SAMPLING WORK SAMPLES -Actual job tasks used in testing applicant’s performance. WORK SAMPLING TEHNIQUE- It tries to predict job performance by requiring job candidates to perform one or more samples of the job’s basic tasks. It measures actual job tasks , so it’s harder to fake answers. 6/5/2013 15 SELECTIONBASIC PROCEDURE: BASIC PROCEDURE Select a sample of several tasks crucial to performing the job , and then to test applicants on them. An observer monitors performance on each task , and indicates on a checklist how well the applicants perform In creating a work sampling test , experts will first list all possible job tasks. Then they broke down these four tasks into the steps required to complete each step. 6/5/2013 16 SELECTIONASSESSMENT CENTERS: ASSESSMENT CENTERS A management assessment center is a 2- to 3-day simulation in which 10-12 candidates perform realistic management tasks under the observation of experts who appraise each candidate’s leadership potential. A typical assessment center- a)Various psychological tests b)Management games c) “In-basket” exercises The usual center approach is to have candidates take part in a series of exercises. 6/5/2013 17 SELECTIONBACKGROUND INVESTIGATIONS: BACKGROUND INVESTIGATIONS One of the easiest way to avoid hiring mistakes is to check the candidate’s background thoroughly. Doing so is cheap and useful. Commonly verified data include legal eligibility for employment(in compliance with immigration laws),education, criminal records , identification , motor vehicle record , credit and reference checks. Background verification using third party service providers is becoming popular in Indian organizations .Firms like Quetzal verify specialize in providing background search servicesINTERVIEW: INTERVIEW An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries. A selection interview is a selection procedure designed to predict future job performance on the basis of applicant’s oral responses to oral enquiries. 6/5/2013 19 SELECTIONTYPES OF INTERVIEW: TYPES OF INTERVIEW INFORMAL INTERVIEW An informal interview is an oral interview and may take place anywhere . The employee or the manager may ask a few almost inconsequential questions like name, place of birth, names of relatives etc. either in their respective offices or anywhere outside the plant of company. 2. FORMAL INTERVIEW Formal interviews may be held in the employment office by the employment office in a more formal atmosphere, with the help of well structured questions, the time and place of the interview will be stipulated by the employment office 6/5/2013 20 SELECTIONCONTD..: CONTD.. 3 . NON-DIRECTIVE INTERVIEW- Non-directive interview or unstructured interview is designed to let interviewee speak his mind freely. The interviewer has no formal or directive questions, but his all attention is to the candidate. He encourages the candidate to talk by a little prodding whenever he is silent . DEPTH INTERVIEW- It is designed to intensely examine the candidate’s background and thinking and to go into considerable detail on particular subjects of an important nature and of special interest to the candidates. 6/5/2013 21 SELECTIONCONTD..: CONTD.. STRESS INTERVIEW- It is designed to test the candidate and his conduct and behaviour by him under conditions of stress and strain. The interviewer may start with “ Mr . Joseph , we do not think your qualifications and experience are adequate for this position,’ and watch the reaction of the candidates. GROUP INTERVIEW- It is designed to save busy executive’s time and to see how the candidates may be brought together in the employment office and they may be interviewed 6/5/2013 22 SELECTIONCONTD..: CONTD.. PANEL INTERVIEW - A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate. 8. SEQUENTIAL INTERVIEW- The sequential interview takes the one-to-one a step further and involves a series of interview, usually utilizing the strength and knowledgebase of each interviewer , so that each interviewer can ask questions in relation to his or her subject area of each candidate . 6/5/2013 23 SELECTIONCONTD..: CONTD.. 9. Structured Interview: In a structured interview, the interviewer uses preset standardized questions , which are put to all the interviewees. This interview is also called as 'Guided’ or ‘Patterned’ interview. It is useful for valid results, especially when dealing with the large number of applicant 10. UNSTRUCTURED INTERVIEW: It is also known as ‘ Unpatterned ’ interview, the interview is largely unplanned and the interviewee does most of the talking. Unguided interview is advantageous in as much as it leads to a friendly conversation between the interviewer and the interviewee and in the process. 6/5/2013 24 SELECTIONSELECTION PROCESS OF INFOSYS: SELECTION PROCESS OF INFOSYS 6/5/2013 25 SELECTIONCONTD..: CONTD.. EXAM PATTERN- The exam is for 1 and half hours ,in which 1 hour is given to puzzles to solve and remaining 30 minutes is given to answer 45 simple English grammar questions. REGARDING PUZZLES AND ENGLISH- The puzzles is of 50 marks and one have to score above 35 to get qualified in the test. They will take the Puzzles Question Paper after the completion of 1 Hour. So, if there are any unsolved puzzles, you can note them in the rough paper which they will give you to make thorough work, and can try to solve them during the English 6/5/2013 26 SELECTIONCONTINUED: CONTINUED If you got selected in the written test, then that's all. You can be confirmed that you got selected for Infosys. 99% of the people got selected in the written test got selected in the Interviews also. The remaining 1% those who not selected are because of their communication skills. REGARDING INTERVIEW- The interview is purely HR based. Questions that they generally ask during the interview process- 6/5/2013 27 SELECTIONCONTD..: CONTD.. Tell me about yourself What are your strength and weaknesses? Explain your project in layman words and do you tested it or not Why do you want to join Infosys ? What does you know about us? Why should we hire you ? What can you do for us if you got selected? Questions about your interests and hobbies. They stress mainly on your hobbies ,so be careful in answering those questions 6/5/2013 28 SELECTIONREASONS FOR REJECTION IN INTERVIEW: REASONS FOR REJECTION IN INTERVIEW Poor attitude Appearance Lack of research Not having questions to ask Not readily knowing the answers to interviewers question Relying too much on resumes Not relating skills to employers needs Lack of career direction 6/5/2013 29 SELECTIONINFOSYS TEST PAPER: INFOSYS TEST PAPER Selection infosys.docx 6/5/2013 30 SELECTION You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.