SELEKSI Proses memilih diantara calon tenaga kerja tsb, yaitu yang paling sesuai dengan kebutuhan organisasi/yang terbaik bagi organisasi (perusahaan) Yang dinilai paling tepat dalam memenuhi persyaratan jabatan. Merupakan proses untuk menyesuaikan (“matching”) antara kualifikasi calon tenaga kerja dengan persyaratan jabatan.

Langkah-langkah dalam proses seleksi : Penerimaan pendahuluan Test-test penerimaan (valid & reliabel) Macam-macam test : a. Test Psikologis (psychological test) ● Test kecerdasan (intelligence test) ● Test kepribadian (personality test) ● Test bakat (aptitude test) ● Test minat (interest test) ● Test prestasi (achievement test) b. Test pengetahuan (knowledge test) c. Performance test

3. Wawancara seleksi Pemeriksaan referensi Evaluasi medis (test kesehatan) Wawancara supervisor Keputusan penerimaan

Peran Wawancara dalam seleksi Proses wawancara dalam seleksi harus memenuhi kebutuhan kedua belah pihak (organisasi dan calon tenaga kerja)

Sasaran Wawancara : Mendapatkan sebanyak mungkin informasi tentang calon tenaga kerja, untuk bisa menentukan kecocokannya dengan jabatan yang lowong Memberikan informasi umum tentang perusahaan kepada calon tenaga kerja, agar calon tenaga kerja tersebut dapat membuat keputusan untuk menolak atau menerima Membina hubungan baik antara calon tenaga kerja dengan pihak perusahaan

Macam-macam bentuk dan jenis wawancara Wawancara terstruktur Wawancara tidak terstruktur (unstructured interview) Problem solving interview Stress interview Wawancara individual-kelompok

Typical Interview Errors Halo effect Leading questions Personal biases Interviewer domination

A SUMMARY OF TYPICAL INTERVIEWERS ERRORS HALO EFFECT INTERVIEWERS WHO USE LIMITED INFORMATION ABOUT AN APPLICANT TO BIAS THEIR EVALUATION OF THAT PERSON’S OTHER CHARACTERISTICS ARE SUBJECT TO THE “HALO EFFECT” LEADING QUESTIONS INTERVIEWERS WHO “TELEGRAPH” THE DESIRED ANSWER BY THE WAY THEY FRAME THEIR QUESTIONS ARE USING LEADING QUESTIONS PERSONAL BIASES INTERVIEWERS WHO HARBOR PREJUDICE AGAINST SPECIFIC GROUPS ARE EXHIBITING A PERSONAL BIAS INTERVIEWER DOMINATION INTERVIEWERS WHO USE THE INTERVIEW TO OVERSELL THE APPLICANT, BRAG ABOUT THEIR SUCCESSES OR CARRY ON A SOCIAL CONVERSATION INSTEAD OF AN INTERVIEW ARE GUILTY OF INTERVIEWER DOMINATION

Guidelines for becoming a more effective interviewer Active listening to what and how the applicant communicates Be aware of non-verbal cues Remain aware of the job requirements (untuk menghilangkan halo effect) Balance between open and overly structured questions Avoid premature decision (do not evaluate on the basic of a first impression)

Psychological Foundations for Interviewers Empathy Barriers to communication Interviewer bias Past is clue to future

SAMPLE QUESTIONS USE IN EMPLOYMENT INTERVIEW HOW DO YOU SPEND YOUR SPARE-TIME ? WHAT COMMUNITY OR SCHOOL ACTIVITIES HAVE YOU BEEN INVOLVED IN ? DESCRIBE YOUR IDEAL JOB. IN WHAT TYPE OF WORK ARE YOU INTERESTED ? WHY DO YOU WANT TO WORK FOR OUR COMPANY ? WHAT WERE YOUR FAVOURITE CLASSES ? DO YOU HAVE ANY GEOGRAPHIC PREFERENCES ? WHY DID YOU SELECT YOUR COLLEGE MAJOR ? WHAT DO YOU KNOW ABOUT OUR COMPANY’S PRODUCTS OR SERVICES ? DESCRIBE THE IDEAL BOSS ! HOW OFTEN DO YOU EXPECT TO BE PROMOTED ?

WHAT IS YOUR MAJOR WEAKNESS ? STRENGTH ? WHY DO YOU THINK YOUR FRIENDS LIKE YOU ? DO YOU PLAN TO TAKE ADDITIONAL COLLEGE COURSES ? WHICH ONES ? WHAT JOBS HAVE YOU HAD THAT YOU LIKED THE MOST ? LEAST ? DESCRIBE YOUR LEAST FAVOURITE BOSS OR TEACHER ! WHAT ARE YOUR CAREER GOALS ? IF YOU COULD GO BACK FIVE YEARS, WHAT WOULD YOU DO THE SAME ? DIFFERENT ? WHY SHOULD YOU BE HIRED BY OUR COMPANY ? BESCRIBE YOUR LAST JOB ! HOW MANY HOURS DO YOU THINK YOU WILL HAVE TO WORK AT YOUR JOB ? WHAT JOB SKILLS DO YOU HAVE ? WHAT IS YOUR FAVOURITE SPORT ?

KEPUTUSAN CALON TENAGA KERJA PENGALAMAN KERJA/MASA LALU SIKAP TEMAN-TEMAN PENGARUH ORANG TUA/GURU KEMAMPUAN SIKAP KETERAMPILAN PREFERENSI PENGARUH PSIKOLOGIS EKONOMIS SOSIOLOGIS OCCUPATIONAL CHOICE GAJI YANG DIHARAPKAN PERSEPSI TENTANG CITRA PERUSAHAAN LATAR BELAKANG PENDIDIKAN PENGETAHUAN TENTANG PASAR TENAGA KERJA KEPRIBADIAN CALON TENAGA KERJA KESESUAIAN ANTARA KEBUTUHAN DENGAN KARAKTERISTIK PEKERJAAN PROSES TAK SADAR, KESEMPATAN DAN KEBERUNTUNGAN ORGANIZATIONAL CHOICE