YEAR OF THE BICENTENNIAL OF PERU: 200 YEARS OF INDEPENDENCE

NATIONAL UNIVERSITY OF SAN

MARCOS
FACULTY OF INDUSTRIAL ENGINEERING

TASK 05 – RECRUITMENT

LIMA-PERU
2021

COURSE: HUMAN TALENT MANAGEMENT

TEACHER: ENGINEER GINA TEJADA ESTRADA
STUDENT:
QUESTIONS:
1. Provide a concept of personnel selection.

Selection is the process that an organization uses to choose from a list of

candidates, to the person who best meets the selection criteria for the position
available, given the current market conditions.

2. Explain selection as a process of comparison.

The selection is represented as a comparison between two variables: on one side the
requirements of the position to be filled (those that the position demands from its occupant) and, on the other hand, the profile of
the characteristics of the candidates who are competing for it. The first variable is
product of the description and analysis of the position, while the second is obtained from
apply selection techniques.

3. Why is selection a responsibility of line management and a function of the staff?

Because the selection body only provides a specialized service to recommend to the
candidates that I consider most suitable for the position (staff function), while the
The final decision to accept or reject candidates is always the responsibility of the body.
applicant (line responsibility).

4. Explain selection as a process of decision and choice.

It is a decision-making process because once the comparison of the position is made against the
profiles of people this allows to indicate the candidates who pass the process of
selection. And it is a process of choosing in the case that there are several approved candidates
for the same position, as the problem arises to have to choose one of them.

5. Define the models for placement, selection, and classification of candidates.

Placement model. There is a single candidate and a single vacancy that will be filled by that candidate.
the model does not include the option to reject it. The candidate who comes forward must be
admitted, without experiencing rejection.

Selection model. There are several candidates and only one vacancy to fill. Each candidate is
compared to the requirements of the position, only two alternatives are presented: the
approval or rejection.

Classification model. There are several candidates for each vacancy and several vacancies for
each candidate.

Each candidate is compared to the requirements demanded by the position to be filled. If

it is rejected, it is compared with the requirements of other positions that are intended to be filled, until
that the vacant positions and the remaining alternatives are exhausted.

6. How are the personal characteristics of the candidate identified?

Almost always, individual characteristics are related to four aspects:

Execution of the task itself. The task to be executed requires certain human characteristics or
aptitudes such as: focused attention, broad vision, numerical aptitude, aptitude
verbal, etc.
Interdependence with other tasks. The task to be executed depends on other tasks for its
start or termination which also requires certain characteristics or human abilities
such as ease of coordination, etc.
 Interdependence with other people. The task to be executed requires contacts with others.
people, regardless of whether they are above, beside, or below in the hierarchy of the
organization. This task requires characteristics such as collaboration and cooperation with
other people, etc.
Interdependence with the organizational unit or with the organization itself. That is,
with the area or department in which the person is going to work or with their own
organization.

7. What are the criteria for selecting individuals?

The starting point for the personnel selection process is obtaining information.
significant about the desired competencies and the position to be filled, since it will allow for
to have a valid parameter or criterion for comparing and selecting candidates.

8. What are the techniques for gathering information about the position? Explain them.

descripción y análisis del puesto. Representan el inventario de los aspectos intrínsecos

(job content) and extrinsic job requirements (requirements that the job demands from its
occupant.
Critical incident technique. It consists of systematic and judicious recording.
managers must make all the facts and behaviors of the occupants
Position considered, which will produce an excellent or terrible performance at work.
Staff request. It is a service order that the manager issues in order to ...
to request a person to fill a vacant position.
Market position analysis. It is used when the organization does not have the
information about the requirements and essential characteristics for the position.
Working hypothesis. In case none of the previous options can be
used to obtain information regarding the position, a forecast is made
approximate content of the position.

9. What are the main selection techniques?

Selection interview.
Knowledge or competency tests.
Psychological tests.
Personality tests.
Simulation techniques.

10. What does job specification sheet or professional profile sheet mean?

It is a format in which information about the position and the desired profile is transferred.
occupant, who must possess the psychological and physical attributes necessary for their performance
in the position.

11. Explain the selection interview.

It is a process of communication between two or more people who interact, and in which one of
the parties are interested in knowing the best of the other. On one side is the interviewer or whoever
make the decision and, on the other hand, the interviewee or candidate.

12. What are the alternatives for a selection interview?

 a) Totally standardized interview. It is the structured interview with a route.
pre-established in order to obtain defined and closed responses.
b) Standardized interview in the questions. It is the interview with previously prepared questions.
elaborate, but they allow an open or free response from the candidate.
c) Directed interview. It is the one that ends up at the desired response time but not
specifies the questions, leaves them to the discretion of the interviewer.
d) Unstructured interview. They are completely free and does not specify the questions or the
required answers.

13. Explain the pros and cons of the interview.

Pros:

It allows face-to-face contact with the candidate.

Allows direct interaction with the candidate.
It focuses on the candidate as a person.
It allows to evaluate the candidate in their behavior and reactions.

Contras:

Highly subjective technique with a large margin of error and variation.

The candidate does not always do well in the interview.
It's difficult to compare several candidates.
Requires interviewer training.
It requires knowledge of the position and its basic characteristics.

14. How would you conduct a selection interview?

Identify the main objectives of the interview.

Create a favorable atmosphere for the interview.
Drive the interview towards objectives.
Analyze and evaluate thoroughly two aspects: the formal and the behavioral.
Avoid discriminatory questions.
Answer the questions that are asked of you and others that are not asked of you.
Note your impressions right after the interview.

15. Classify the knowledge tests according to their method of application.

- Oral exams.
- Written tests.
- Execution tests (carrying out a job or task).

16. Classify the knowledge tests according to their scope.

- General tests.
- Specific tests.

17. Classify knowledge tests based on their organization.

- Traditional tests. They cover a smaller number of questions because they require
long and explanatory answers.
 - Objective tests. They are planned and structured. Also called exams,
questions are posed in the form of: Simple alternatives (true-false), multiple choice,
filling in the blanks, etc.

18. What are three specific characteristics of psychometric tests?

1) Prognosis. It refers to the ability of a test to provide results.

prospects.
2) Validity. It refers to the ability of the test to accurately measure the variable.
human that is intended to be measured.
3) Precision. It refers to the ability of the test to yield similar results.
when applied multiple times to the same person.

19. What differences exist between aptitude and ability?

Apttud

• Natural predisposition for a certain activity or work.

• There is without prior exercise, without training or learning.
• It is evaluated through comparisons.
• It allows predicting the candidate's future at work.
• It transforms into capacity from exercise or training.
• It is the general or specific predisposition that will be perfected in the work.
• It allows to be directed towards a certain position.
• It is the latent and potential state of behavior.

Capacity

• Skill acquired to perform a specific activity or work.

• It emerges after training or learning.
• Se evalúa con base en el rendimiento en eltrabajo.
• It allows to diagnose the present; it refers to the individual's current ability.
• It is the result of aptitude, after exercising or training it.
• It is the general or specific disposition for the current work.
• Allows immediate placement in the position.
• It is the current and real state of behavior.

20. Explain Thurstone's multifactorial theory and its factors.

According to this approach, the mental structure of individuals is made up of a number of factors.
relatively independent, where each one is responsible for a certain ability. Thurstone
defined seven specific factors and created a set of tests to measure them: the tests of
primary skills. He added a general factor (factor G) which he called intelligence
general, because it conditions and complements all attitudes.

The seven factors:

1) Factor V. Apttud verbal

2) Factor W. Verbal fluency
3) Factor N. Numerical aptitude
4) Factor S. Apttud espacial
5) Factor M. Associative memory
6) Factor P. Apttud perceptva
 7) Factor R. Abstract reasoning

21. Define personality tests.

Personality tests reveal certain aspects of the superficial characteristics of the

persons, such as those determined by character (acquired traits or phenotypes) and the
determined by temperament (innate traits or genotypes).

22. What does simulation techniques mean? Explain them.

They are group dynamics techniques that are based on dramatization, which means building a
scenario -or a dramatic context- in the present, here and now, to develop the
event that is intended to be analyzed, formatted as closely to reality as possible. Thus, the
protagonist, while dramatizing a scene, takes on the role (role playing) and places themselves in a
circular stage, surrounded by other people (group context) who are attending their performance and
participate or not in the scene.

23. Explain the selection process.

It is a sequence of stages or phases that candidates must go through. As candidates...

candidates overcome obstacles and move on to the next stages. When candidates do not succeed
overcoming difficulties, are rejected and left out of the process. The stages of the process
they are the following:

Job application.
2) Initial detail interview.
3) Selection tests and examinations.
4) Interviews.
Medical examination
6) Analysis and final decision.

24. What are the multiple selection procedures of Toyota Motor?

Orientation and filling out the registration form.

2) Evaluation of technical skills.
3) Center for the evaluation of interpersonal skills.
4) Leadership assessment center.
5) Evaluation of technical performance.
6) Toyota evaluation interview.
7) Health assessment.

25. Explain the assessment of the results of the selection of individuals.

Set of measures to assess and evaluate the functioning of the selection process through its
results, to know if it is efficient (doing things correctly) and effective (obtaining results and
achieve goals).

Many organizations use the selection quotient (SQ) to obtain an estimate.

general effectiveness of the supply process:

(Number of admitted candidates / Number of examined candidates) x 100