Psychological Aspects of Recruitment

To ensure effectiveness of selected persons in performing their roles Analysis of role requirements Competency framework for role analysis Assessing competencies of the individual
Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Competency Framework
Competence means a skill and the standard of performance reached (what people can do) Competency refers to the behaviour by which it is achieved (how they do it) Competency is a cluster of related knowledge, skills and attitudes that

affects

a major part of ones job correlates with performance on the job can be measured against well-accepted standards can be improved via training and development
Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Competency Characteristics

Motives: What a person consistently thinks about or wants and that which causes action Traits: Characteristics and consistent responses to situations or information Self-concept: A persons attitudes, values or selfimage Knowledge: Information a person has in specific content areas Skill: The ability to perform a certain physical or mental tasks
Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Competency Types
Technical Logical (general intelligence) Personal

Optimism o Hardiness (stress immunity) o Coping o Appreciative mindset

o

Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Competency Types

Social

Cultural

Empathy Persuasiveness Helping Respecting diversity Learning from other cultures Proper etiquette Acting consistently with values Telling the truth Standing up for the right Taking the responsibility Admitting mistakes and failures

Moral

Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Identifying Competencies
Use Behavioral Event Interview (BEI) (the best predictor of future behavior is past behavior) Create a benchmark of those employees who exceed and those who fall below performance standards Select two contrasting groups for interviews Ask questions about past experiences, using the STAR technique

Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

STAR Technique

What was the Situation in which the persons were involved? What was the Task they needed to accomplish? What Action(s) did they take? What Results did they achieve?
Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Some Sample Interview Questions

Tell me about a time when you were on a team, and one of the members wasnt doing his or her share Tell me about a time when you felt a need to update your skills or knowledge in order to keep up with the changes in technology. How did you approach that?

Describe a time when a customer got angry with you. How did you react? How did you resolve the situation?
Please give me an example of a time when you took the initiative to improve a specific work process Give me an example of a time when you surpassed a customers expectations
Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Some Sample Interview Questions

Tell me about a time when a customer requested special treatment that was out of the scope of normal procedures. What was the situation and how did you handle it? Describe a time when you had to use logic and good judgement to solve a problem Tell me about a time when you had to cope with a stressful situation Give me an example of a time when you had to make a split second decision

Give me an example of a time when you used your factfinding skills to solve a problem
Describe a time when you put your needs aside to help a coworker understand a task. How did you assist them?
Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009

Measuring Competencies
Psychometric tests Projective tests Caving Situational tests Simulations (in-basket) Critical incidents Unobtrusive measures Interviews Group discussion

Prof Udai Pareek, IIHMR, Jaipur - 13 Nov 2009