![PART 1: [A] EMPLOYEE SELECTION METHOD
Parameters Selection Method Justification
Education Application Form A question on the application form can ask applicants to
describe their education. This selection method makes it easy
and inexpensive to obtain this information.
Work
Experience
Resume This method is usually practiced, easier to shortlist candidates as
we go through their resume.
Math Skills Analytical problem
solving and reasoning
skills.
By this method applicants math/reasoning skills can be judged.
Verification
Knowledge
Questionnaire
Method
By this method applicants background knowledge about the
subject can be obtained .
Interpersonal
Skills
Personal Interview By this method applicants ability to interact positively and work
efficiently with others can be judged .
Work
Motivation
Personality Test By this method applicants commitment towards the work can
be assessed .](https://image.slidesharecdn.com/group10-sectiona-employeeselectionexcercise-150125071143-conversion-gate01/85/Employee-selection-excercise-2-320.jpg)
![[B] ASSESSMENTS
Points Highest level of education
10 Bachelor’s level or higher
6 Associate’s degree
3 High school diploma
Reject Less than high school diploma
1. EDUCATION assessed via Application form.
My Assessment :](https://image.slidesharecdn.com/group10-sectiona-employeeselectionexcercise-150125071143-conversion-gate01/85/Employee-selection-excercise-3-320.jpg)
![[C] SAMPLE APPLICANT INFORMATION
MARIA LORI STEVE JENNA
Education Associate’s
degree
H.S. diploma G.E.D Bachelor’s
degree
Work
Experience
4 years as a
cashier
1 year as a
teller
5 years as a
sales clerk at a
national retail
clothing store
chain
Completed a
semester
internship at a
bank
Math Skills Very strong Marginal Satisfactory Good
Verification
Knowledge
Marginal Strong Satisfactory Strong
Interpersonal
skills
Very strong Good Good Good
Work
Motivation
Good Good Marginal Strong](https://image.slidesharecdn.com/group10-sectiona-employeeselectionexcercise-150125071143-conversion-gate01/85/Employee-selection-excercise-9-320.jpg)
Employee selection excercise
- 1. EMPLOYEE SELECTION EXERCISE GROUP 10 – SECTION A VENKATESH KAMATH : 141202052 GAUTAM R. : 141202054 BELITA SYLVIA DSOUZA : 141202055 JOYSON SAVIO PEREIRA : 141202056 MURTAZA ALI SIDDIQUI : 141202133
- 2. PART 1: [A] EMPLOYEE SELECTION METHOD Parameters Selection Method Justification Education Application Form A question on the application form can ask applicants to describe their education. This selection method makes it easy and inexpensive to obtain this information. Work Experience Resume This method is usually practiced, easier to shortlist candidates as we go through their resume. Math Skills Analytical problem solving and reasoning skills. By this method applicants math/reasoning skills can be judged. Verification Knowledge Questionnaire Method By this method applicants background knowledge about the subject can be obtained . Interpersonal Skills Personal Interview By this method applicants ability to interact positively and work efficiently with others can be judged . Work Motivation Personality Test By this method applicants commitment towards the work can be assessed .
- 3. [B] ASSESSMENTS Points Highest level of education 10 Bachelor’s level or higher 6 Associate’s degree 3 High school diploma Reject Less than high school diploma 1. EDUCATION assessed via Application form. My Assessment :
- 4. 2. WORK EXPERIENCE assessed via Resume. My Assessment : Points Work experience 10 5years and more 6 2 years – 5 years 3 1 – 2 years Reject No experience
- 5. 3. MATH SKILLS assessed via Analytical Problem solving and reasoning skills. My Assessment : Points Math Skills 10 Very Strong 6 Good 3 Satisfactory Reject Marginal
- 6. 4. VERIFICATION KNOWLEDGE assessed via Questionnaire Method. My Assessment: Points Verification Knowledge 10 Strong 6 Average 3 Satisfactory Reject Marginal
- 7. 5. INTERPERSONAL SKILLS assessed via Personal Interview. My Assessment: Points Interpersonal Skills 10 Very Strong 6 Good 3 Satisfactory Reject Marginal
- 8. 6. WORK MOTIVATION assessed via Personality Test My Assessment : Points Work Motivation 10 Strong 6 Good 3 Satisfactory Reject Marginal
- 9. [C] SAMPLE APPLICANT INFORMATION MARIA LORI STEVE JENNA Education Associate’s degree H.S. diploma G.E.D Bachelor’s degree Work Experience 4 years as a cashier 1 year as a teller 5 years as a sales clerk at a national retail clothing store chain Completed a semester internship at a bank Math Skills Very strong Marginal Satisfactory Good Verification Knowledge Marginal Strong Satisfactory Strong Interpersonal skills Very strong Good Good Good Work Motivation Good Good Marginal Strong
- 10. SCORE OF THE APPLICANTS MARIA LORI STEVE JENNA Education 6 3 3 10 Work Experience 6 3 10 Reject Math Skills 10 Reject 3 6 Verification Knowledge Reject 10 3 10 Interpersonal Skills 10 6 6 6 Work Motivation 6 6 Reject 10
- 11. (A) Which applicants scored best based on the scores you entered into the table? ANS: Jenna (B) What difficulties did you have applying your scoring systems? ANS: We cannot completely concluded whether the applicant is eligible or not based on scoring system. As the applicants skills varies from field to field. (C) Based on this applicant data, would you make any changes to your rubrics? If yes, please describe. ANS: Yes, instead of assigning rejection to applicants below a certain level we will consider 0 so that it will be easy for us to calculate the total score of the applicants . QUESTIONS
- 12. PART 2: SELECTION STRATEGY UNWEIGHTED COMPENSATORY APPROACH MARIA LORI STEVE JENNA Education 60 30 30 100 Work Experience 60 30 100 Reject Math Skills 100 Reject 30 60 Verification Knowledge Reject 100 30 100 Interpersonal Skills 100 60 60 60 Work Motivation 60 60 Reject 100 Total 380 280 250 420
- 13. 1. Who scored the highest? ANS: Jenna 2. Do you think this person is the best applicant? Why or why not? ANS: Yes. Because the applicant has scored comparatively more marks in all categories even though he has no work experience. 3. Who scored the lowest? ANS: Steve. QUESTIONS
- 14. 1. Which of the six factors do you consider the most important in terms of selecting bank tellers? Defend your choice. ANS: We consider interpersonal skills as the most important in terms of selecting bank tellers. This is because a bank teller needs to communicate with different types of customers & convince them. WEIGHTED COMPENSATORY APPROACH
- 15. 2. Doubling scores of interpersonal skills : MARIA LORI STEVE JENNA Education 60 30 30 100 Work Experience 60 30 100 Reject Math Skills 100 Reject 30 60 Verification Knowledge Reject 100 30 100 Interpersonal Skills 200 120 120 120 Work Motivation 60 60 Reject 100 Total 480 340 310 480
- 16. 3. Of the remaining five factors, which two do you see as the least important for selecting bank tellers? Defend these choices. ANS: We consider education & work experience as least important factors for selecting bank tellers. This is because the minimum education as we quoted earlier is high school diploma and hence education is not given high importance. Employees can be provided with sufficient training & development and hence work experience is not given much importance.
- 17. 4. Dividing points by half for education & work experience : MARIA LORI STEVE JENNA Education 30 15 15 50 Work Experience 30 15 50 Reject Math Skills 100 Reject 30 60 Verification Knowledge Reject 100 30 100 Interpersonal Skills 200 120 120 120 Work Motivation 60 60 Reject 100 Total 420 310 245 430
- 18. FINAL REVISED TABLE MARIA LORI STEVE JENNA Education 30 15 15 50 Work Experience 30 15 50 Reject Math Skills 100 Reject 30 60 Verification Knowledge Reject 100 30 100 Interpersonal Skills 200 120 120 120 Work Motivation 60 60 Reject 100 Total 420 310 245 430
- 19. QUESTIONS 1. Who scored the highest? ANS: Jenna. 2. Do you think this person is the best applicant? Why or why not? ANS: Yes we consider Jenna as the best applicant because he has the highest total score and he has scored well in all the categories. 3. Who scored the lowest? ANS: Steve.
- 20. CONTD. 4. When you compare your answers using the unweighted to the weighted approach, which approach do you think was better? Why? ANS: We consider the weighted approach as better because we assign more weight to the most important factor & assign lesser weight to the least important factors.
- 21. NONCOMPENSATORY STRATEGY CUTOFF FOR EACH ASSESSMENT Education The applicant must have at least a high school diploma or G.E.D. Work Experience The applicant must have at least 1 year work experience or internship. Math Skills The applicant must have satisfactory math skills. Verification Knowledge The applicant must have satisfactory verification knowledge. Interpersonal Skills The applicant must have satisfactory interpersonal skills. Work Motivation The applicant must have satisfactory work motivation.
- 22. QUESTIONS 1. Which applicant remains? ANS: Lori & Jenna. 2. If no applicant met all the cutoffs, would you rather lower the cutoffs or restart the recruiting process? Why? ANS: We would prefer to lower the cutoffs as restarting the recruitment process would be more time consuming. 3. If many applicants exceed the cutoffs, would you rather exceed the cutoff levels, hire all remaining appliants (if possible) or take a compensatory approach for those that exceeded all of the cutoffs? Why? ANS: We would prefer to increase the level of cutoffs. Increasing the level of cutoffs would enable us to select the most eligible candidate out of all the applicants
- 23. MULTIPLE HURDLE SYSTEM REJECTED APPLICANTS Education None are rejected as all applicants have at least a high school diploma or G.E.D. Work Experience None are rejected as all the applicants satisfy the minimum requirement. Math Skills Lori is rejected. Verification Knowledge Maria is rejected. Interpersonal Skills None are rejected as all the applicants have satisfactory interpersonal skills. Work Motivation Steve is rejected.
- 24. QUESTIONS 1. At the end of hurdle 6, which applicant(s) remained? ANS: Jenna. 2. What would you recommend if you had no remaining applicants or several applicants remaining? ANS: We would increase the cutoffs. 3. Do you prefer this method over the multiple cutoff method? Why or why not? ANS: No, we prefer the multiple cutoff method because it is easier to select the applicant whom we prefer & reject the ones whom we do not prefer.
- 25. The bank compiled selection data on three racial groups during the past year: Number Applied Number Hired Caucasians 90 27 African-Americans 50 10 Latinos 40 10 PART 3: EVALUATING THE SELECTION SYSTEM
- 26. QUESTIONS 1. The selection ratios for the three groups are: Formula: Selection Ratios = (number hired/number applied)*100 ANS: Caucasians = (27/90)100 = 30 African-Americans = (10/50)100 = 20 Latinos = (10/40)100 = 25
- 27. 2. Does adverse impact exist when you compare the African-American applicant pool with the Caucasian applicant pool? Show your work. ANS: Yes. adverse impact exist when we compare the African- American applicant pool with the Caucasian applicant pool. Selection ratio of African-American=20% (minority group) Selection ratio of Caucasian=30% (majority group) 20%/30% = 66.66 The result is less then 80% ,therefore an adverse impact occurs.
- 28. 3. Does adverse impact exits when you compare the Latino applicant pool with Caucasian applicant pool? Show your work. ANS: No, adverse impact doesn’t exist when we compare the Latino applicant pool with the Caucasian applicant pool. Selection ratio of Latino=25% (minority group) Selection ratio of Caucasian=30% (majority group) =25%/30% = 83.33 The result is more then 80% ,therefore an adverse impact doesn’t occur.
- 29. The table below shows data about the 200 tellers employed at the bank. Poor Hire Good Hire Totals Strong Applicant 20 80 100 Weak Applicant 70 30 100 DECISION - MAKING STRATEGY
- 30. QUESTIONS 1. Calculate the total hit ratio by adding the correct prediction then diving that number the total number of decision made. What is this percentage? Do you think this percentage is impressive? ANS: Strong applicant :80 Weak applicant:30 Total decision made on 200 employees Hit ratio = (80+30)/200 =110/200 =0.55 Percentage of hit ratio =0.55*100 =55% No, the hit percentage is not that impressive .
- 31. 2. What percentage of weak applicants turned out to be good hires? ANS: 30% 3. What percentage of strong applicants turned out to be good hires? ANS: 80%. This percentage is known as the positive hit ratio. 4. Compare your answer to question 2 and 3 . Do you think the bank’s system is effective? ANS: No the banking system is not that effective because we have got only 80 good hires out of 100 which is not very impressive because we were expecting that strong applicants turn out to be good hires .
- 32. PART 4: REFLECTION ON EMPLOYEE SELECTION 1. You have made a number of decisions in creating, implementing and evaluating a selection system for bank tellers. Which of these decisions do you think is most critical? Why? ANS : We think that evaluating a selection system for bank tellers is not an easy task because it is very to find the right person for the right job. This is one of the greatest challenge faced by all.
- 33. 2. An employee selection approach to hiring is more complex than hiring employees based on who they know or casually scanning a resume and asking a few “off the cuff” questions for an interview. When you think about your work experiences, do you think the organizations you worked for took an employee selection approach when training? ANS: Yes. The organization has adopted employee selection approach while training. 3. If you answered yes to question 2, do you think the organization was effective in hiring employees? If you answered no to question 2, do you think the organization should have adopted a selection approach to hiring? Explain your response. ANS: Yes, the organization was effective in hiring employees.
- 34. 4. What do you perceive as the overall advantages and disadvantages of an employee selection approach to hiring? ANS: Advantages: Wide pool of talent. Highly motivated. Job commitment. Disadvantages: Time consumed is more. Difficult to select the right person for the right job. Involves more cost.
- 35. 5. After reflecting on this exercise, would you recommend an employee selection process to hiring for virtually any job? Why or why not? ANS: Yes we would recommend this process. This is because through this process we can assess the applicants on basis of various factors and conclude whether they are fit for a certain job or not.
- 36. THANK YOU