SELECTION
Prof. Dr. F. A. Sobhani
PHD (MALAYSIA), MS (BELGIUM), MBA (CU), SCRUM MASTER (USA)
PROFESSOR, SCHOOL OF BUSINESS AND ECONOMICS, UIU
VISITING PROFESSOR, UNIVERSITI TEKNOLOGI MARA (UITM), MALAYSIA
LEAD, AIE ASIA & BOARD MEMBER, AGILE IN EDUCATION USA, NEW YORK
VICE-PRESIDENT, FEDERATION OF BANGLADESH HUMAN RESOURCE ORGANIZATIONS
EMAIL: DRSOBHANI@[Link]
SELECTION PROCESS
DEFINITION OF SELECTION
“Selection is the process of choosing the most
suitable candidate
for a job among the available applicants.”
IMPORTANCE OF SELECTION
• SELECTION GIVES THE RIGHT PLACE TO THE RIGHT PERSON.
• REJECTING THE RIGHT PERSON OR THE PLACEMENT OF THE WRONG PERSON WILL HAVE A
SEVERE IMPACT.
The Importance of Selecting
the Right Employees
Organizational Costs of recruiting Legal obligations
performance and hiring and liability
SELECTION PROCESS
TWO COMMMON EMPLOYMENT TESTING
• WRITTEN TEST FOR SHORT LISTING CANDIDATES
- MULTIPLE CHOICE QUESTION [MCQ]
- NARRATIVE/DESCRIPTIVE QUESTIONS
[ASSESSING PROFESSIONAL KNOWLEDGE, ANALYTICAL SKILLS, QUANTITATE SKILLS
& CURRENT AFFAIRS]
• VIVA/INTERVIEW OF THE SHORT LISTED CANDIDATES
- FACE TO FACE INTERVIEW
- TELEPHONIC INTERVIEW
- ONLINE INTERVIEW [ZOOM, SKYPE]
OTHER TYPES OF TESTS
Aptitude Intelligence
test test
Polygraph Rorschach
test test
? ?
What Different Tests Measure
Motor & Physical Personality Current
Cognitive Abilities
Abilities and Interest Achievement
BASIC TESTING CONCEPTS: RELIABILITY & VALIDITY
• A test is basically a sample of a persons behavior. Testing as a
selection tool must ensure it as reliable and valid.
• Reliability refers to its consistency and it is very important. If a person
scores 90 on an intelligence test on a Monday and 130 when retested
on Tuesday, you probably wouldn't have much faith in the test.
• Validity tells you whether the test (or yardstick) is measuring what you
think its supposed to be measuring
COMMON INTERVIEWING MISTAKES
Cultural Snap
Noise Judgem Horn
ent Effect
Criticizing Unar
candidate Halo
Unarmed
med Effect
s in the
Board
No Unprofe
Nepotism Rhythm ssional
Interview Tips
[Link]
BACKGROUND CHECKING OF A CANDIDATE
HR in practice: Making the background check more valuable
• Firstly, use the references offered by the applicant as a source for other references. You
might ask each of the applicants references, could you give me the name of another
person who might be familiar with the applicant s performance?
• Secondly, social media connectivity: checking applicants social postings [fb postings]
• Thirdly, try to ask open-ended questions (such as, how much structure does the applicant
need in his/her work? ) in order to get the references to talk more about the candidate.
• & Fourthly, include on the application form a statement for applicants to sign explicitly
authorizing a background check, such as: I hereby certify that the facts set forth in the
above employment application are true and complete to the best of my knowledge
BEST PRACTICES IN RECRUITMENT & SELECTION PROCESS
[REAL LIFE EXPERIENCES]
THANK YOU