SELECTION PROCESS… CONTD.
After studying this chapter, students should be able to understand the following:
A. Explain Background Investigations
B. Describe Conditional Job Offer
C. Identify Physical Exams
D. Understand Permanent Job Offer
E. Discuss the selection of managers
F. Explain Socialization
We will continue the selection process in this lecture by discussing the remaining
steps of selection process.
A. Background Investigations
This step is used to check accuracy of application form through former employers
Verification of education and legal status to work Credit history Criminal records
is also made. Personal
reference checks may provide additional insight into the information furnished
by the applicant and allow
verification of its accuracy. Past behavior is the best predictor of future behavior.
It is important to gain as
much information as possible about past behavior to understand what kinds of
behavior one can expect in
the future. Knowledge about attendance problems, insubordination issues, theft,
or other behavioral
problems can certainly help one avoid hiring someone who is likely to repeat
those behaviors. Background
investigations primarily seek data from references supplied by the applicant
including his or her previous
employers. The intensity of background investigations depends on the level of
responsibility inherent in the
position to be filled.
Negligent Hiring and Retention
Negligent hiring has become a critical concern in the selection process. An employer
can be held
responsible for an employee’s unlawful acts if it does not reasonably investigate
applicants’ backgrounds and
then assigns potentially dangerous persons to positions where they can inflict
harm. This liability exists for
an employer even if the employee’s actions are not job related. Negligent retention,
a related potential
liability, involves keeping persons on the payroll whose records indicate strong
potential for wrongdoing.
Employers are beginning to be held responsible for actions outside the scope
of the employee’s duties.
Employers are required by law to provide employees a safe place to work. This
has been extended to
include providing safe employees because a dangerous worker is comparable to
a defective machine.
B. Conditional Job Offer
After obtaining and evaluating information about the finalists in a job selection
process, the manager must
take the most critical step of all: making the actual hiring decision. The person
whose qualifications most
closely conform to the requirements of the open position should be selected.
Initially the conditional job
letter is offered that is followed by the physical exam/test.
C. Physical Exam
After the decision has been made to extend a job offer, the next phase of the
selection process involves the
completion of a physical examination for the successful applicant. Typically,
a job offer is contingent on
successfully passing this examination.
Substance Abuse Screening – Because drug abuse is a serious problem for employers,
it is common practice
for most employers to conduct drug screening just before employees are formally
D. Permanent Job Offer
If physical test/exam proves eligibility of the candidate as per requirement
of the job, final offer is made to
applicant by the concerned department or supervisor in the concerned department.
Notification to Candidates: The selection process results should be
made known to candidates—
successful and unsuccessful—as soon as possible. Any delay may result in the
firm losing a prime candidate,
as top prospects often have other employment options. As a matter of courtesy
and good public relations,
the unsuccessful candidates should also be promptly notified.
E. Selecting Managers
While selecting mangers for the organization, organizations can hev three ptions
I. Hiring Parent Country Nationals (PCN)
II. Hiring Host Country Nationals (HCN)
III. Hiring third Country Nationals (TCN)
All of these approaches are having some pros and cons let’s discuss them briefly:
I. Parent-Country Nationals
Parent country nationals are residents of home country.
Better organizational Control and Coordination
Promising managers are given International experience.
PCNs are the best people for the job.
Adaptation to the host country may take a long time
PCNs may impose an inappropriate headquarter style
Compensation for PCNs and HCNs may differ
II. Host-Country Nationals
Host country national are residents of the host country.
Language and other barriers are eliminated
Hiring costs are reduced
No work permit is required
Continuity of management improved
Control and Coordination of headquarters may be impeded.
Hiring HCN’s limits opportunities for PCN’s to gain overseas experience.
III. Third-Country Nationals
If required talent is not available in home or host country than national s of
the third country can be hired
Salary and benefits requirements may be lower than for PCNs
TCNs may be better informed than PCNs about the host country.
The host Government may resent the hiring of TCNs
TCNs may not want to return to their own countries after assignment.
Once selection decision is made at any level of the organization, every applicant
that is selected requires to
be create awareness about the organization regarding basic work policies , rules
regulations , do’s and don’ts
of the organization this information is communicated through socialization process.
Teaching the corporate culture and philosophies about how to do business
Assumptions about Socialization
• Influences performance
• Increases organizational stability
• New members suffer anxiety
• Does not occur in a vacuum
Employee orientation programs provide new employees with the basic background
information required to
perform their jobs satisfactorily.
The HR specialist usually performs the first part of the orientation by explaining
basic matters, then
introduces the new employee to his/her supervisor, who familiarizes the new employee
with the workplace
to help reduce first day jitters.
• Welcome party
• Job rotation
• On job training etc.
Socialization: Teaching the corporate culture and philosophies about
how to do business