Transcript Selection - Indiana University

Selection
Team 7
Vera Haataja
Erno Karpoff
Steps in the selection process
Hiring Decision
Medical Examination/ Drug
Testing
Supervisor/Team Interview
Preliminary Selection
Background Investigation
Employment Testing
Initial Interview
Completion of Application
NOTE: Steps may vary. An applicant may be rejected after any step in the process.
Completion of application
 Applications,
resumes sent to the
headquarters or to the facilities in question
 Applications evaluated and ranked based
on the work experience, background,
references etc.
 Selection of the candidates for the initial
interview
 Promote within emphasized
Initial interview
 Interview
model varied according to the
position applied
 Evaluation of the interviewer determines
whether the candidate will advance or is
dropped off
 “First round interviews” focus on
applicants’ personality and qualifications
Employment testing
 Personality
tests for the facility manager
candidates
 Managerial abilities –tests for CEO and
national directors candidates, also
psychological tests
 Tests conducted by the HRM –department
 Tests are focused on the candidates’
capabilities and aptitudes
Background investigation
 Check
applicants’ references and work
history
 Check candidates’ criminal record,
university degrees and driving records
 Contact the applicant’s references in order
to gain insight on applicant’s will-do and
can-do factors based on previous behavior
 Goal is to obtain supplementary
information on applicant
Preliminary selection
 Selection
for so called “second round” –
some candidates are eliminated
 Ranking of applicants based on previous
selection stages
 The most suitable and best ranked
candidates are invited to the
supervisor/team interview
Supervisor/Team interview

In-depth interview, preferably conducted as
panel interview.
 Behavioral and situational type of questions
 Depending on the position applied to, the “core”
panel would consist of the closest supervisor,
HR specialist, and possibly field-related
consultant.
 As a result obtained knowledge of the applicants
behavior and decision making capabilities
Medical exam/drug test
 Outsourced
 Medicals
in order to ensure that the health
of an applicant is adequate to meet the job
requirements. Discrimination and privacy
violations to be avoided.
 Drug tests in order to guarantee the
security of the workplace
Hiring decision

The goal and the most critical step of the whole
application process
 Systematic consideration of all the relevant
information about applicants – the final decision
based on all the steps of the application process
 Recruitment strategy considered – promote
within, job bidding etc. considered
 In general the closest supervisor has the “final
vote”
Top and middle management
Selection
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Conducted by the HRM department
Non-direct interviews
Managerial abilities and psychological tests
Supervisor interviews conducted by HRM
department, management consultant and top
management. Interviews involve hypothetical
cases including problem solving
For the top most positions “third round” could be
introduced
Facility manager selection
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HRM department conducts the selection
process, while national directors make the final
decision
Non direct interviews
Personality tests
Supervisor/Team interviews conducted by the
HRM department and national directors.
Behavioral based interview –method applied.
Coordination and communication skills
anticipated
For facility assistants structured interviews
QUESTIONS??