ACCA Managing People

1
ACCA Managing People

• Recruitment and Selection 3

2
Lecture Objectives

• Explain the purpose of a selection interview
• Identify who should be involved in the selection
  interview
• Identify common problems with the selection
  interview

3
Lecture Objectives

• Evaluate the usefulness of different selection
  methods
• Describe criteria against which to assess
  recruitment and selection practices

4
Types of Interview

• Carried out by one person/one to one
• A succession of interviews by different people
• A panel of people judging the candidates

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Purpose of selection interviews

• Assess applicants directly
• Ensure that applicants understand what the job
  entails
• Give the best possible impression of the company
• Make all applicants feel they have been treated
  fairly

6
Conduct of the selection interview

• Impression of the company
• Psychological effects of the interview
• Manner and tone of the interview

7
Conduct of the selection interview

• Getting candidates to talk freely about their
  strengths, weaknesses and expectations
• Present an opportunity for the candidate to learn
• Control of bias or hasty judgement

8
Preparation of the interview

• Clear instructions
• Room layout
• Agenda to be followed
• Assessment criteria

9
Selection interview Types of Questions

• Open questions (who? why? Where?)
• Probing questions (What is about the job that
  interests you?)
• Closed questions (yes/no answers)
• Multiple questions
• Leading questions (Dont you agree that.?)
• Problem solving question (How would you deal
  with..?)

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Types of interview Individual/one to one

• Advantages
• Direct
• Good for rapport
• Disadvantages
• Allows for biased of superficial decisions
• Lack of objectivity may go unnoticed

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Types of interview Individual/Panel

• Consists of 2-3 people including HR specialist
• Advantages
• Enables observation while questioning
• Reduces the risk of bias
• Tests poise and social skills
• Allows a range of interview styles
• Enables more people to be involved in the
  selection

12
Types of interview Individual/Panel

• Disadvantages
• More difficult to establish rapport
• More expensive in interview time
• Intra-panel conflict can interfere with interview
• Stressful for the candidate
• Can be dominated by one person

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Limitations of Interviews

• Scope to brief to gain accurate prediction
• Halo effect judgement on a single attribute
• Contagious bias - leading the candidate
• Stereotyping
• Errors of logic
• Poorly presented information
• Inexperienced interviewers
• Lack of consistency

14
Interviewing skills

• Preparation of details
• Analytical (all information gleaned)
• Questioning
• Listening
• Interpersonal (putting the candidate at ease)

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Evaluating Selection Methods

• Does it distinguish between candidates?
• Is is reliable?
• Is it valid?
• Is it fair?
• Is it convenient?
• Is to cost effective?

16
Ineffective selection

• Lack of attention to job evaluation and
  description
• Interviewer bias
• Inadequate advertising
• Poor interview technique
• Lack of consistency
• Absence of validation system

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Improving recruitment and selection practices

• Human resource requirements identified form
  business plan
• Speed of response
• Reliable labour market information and advice
• Correct advertising media

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Improving recruitment and selection practices

• Cost effective advertising
• How quickly are vacancies filled?
• Post selection performance of recruits
• Post selection turnover

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Reviewing recruitment and selection methods

• Performance indicators
• Cost effectiveness
• Workforce monitoring
• Attitude surveys
• Actual performance