HRM107 Lecture Notes - Lecture 7: Conscientiousness, Criterion Validity, Internal Consistency
30 May 2018
School
Department
Course
Professor
Week 7 Recruitment and Selection
Recruitment
- Activities that aim to provide a pool of qualified candidates from which the
successful candidate can be chosen
Selection
- The process that analyses and compares the applicants for a position against
the selection criteria
Why Firms Have to Get Selection Right
- The right people will help the company operate and grow
- Opportunity to start developing a strong psychological contract
- The correct channels need to be used to tap into the candidate pool e.g.
social media recruitment
- Employment branding opportunity
- Global skills shortage
- Increased pressure to enhance performance
Internal Candidates
- Direct appointment or promotion by management
- Internal advertising
- Rehiring former staff
- Lateral transfer e.g. job rotation
External Candidates
- Advertisements
- Recruitment agencies
- Educational institutions
- Employee referrals
- Social networking
- Online talent
Recruitment Policies and Plans
- Organisations that engage in strategic recruitment typically develop a
recruitment policy statement a d a more detailed recruitment framework or
plan
The Policy Statement
- Provides a broad, general statement of policy
- Defines the organisation’s recruitment objectives and culture
- May include definitions, scope, principles, responsibilities and procedures in
relation to hiring
find more resources at oneclass.com
find more resources at oneclass.com
Strategic Selection
- Involves making decisions about the appropriateness of individual applicants
- Commonly used sources of information are:
- Resumes
- Interviews
- Background investigations
- Job based simulations
- Medical examinations
- Cognitive ability testing
What you can ask
Can’t ask:
- Gender
- Age
- Race
- Skin colour
- Religion
- Country origin
- Marital status
- Disability
- Family plans
- Sexuality
Validation of Selection Procedure
People responsible for hiring decisions must:
1. Identify the criteria that distinguish successful from unsuccessful performance.
These are inherent requirements of the job. E.g. technical skills, qualifications
2. Use selection techniques that are valid and reliable
Testing Validity
Criterion validity
- do those who do well on this
selection method also do well
on the job and those who
perform poorly in the test,
poorly on the job?
Content validity
- does the test constitute a fair
sample of the content of the
job?
Testing Reliability
Retest estimate
- Administer same test to same people at two points in time and compare
Equivalent-form estimate
- Administer one test and then an equivalent form at later time
Internal consistency
- Administer a test and then assess the degree to which responses to items
measuring the same characteristics vary
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Activities that aim to provide a pool of qualified candidates from which the successful candidate can be chosen. The process that analyses and compares the applicants for a position against the selection criteria. The right people will help the company operate and grow. Opportunity to start developing a strong psychological contract. The correct channels need to be used to tap into the candidate pool e. g. social media recruitment. Organisations that engage in strategic recruitment typically develop a recruitment policy statement a d a more detailed recruitment framework or plan. Provides a broad, general statement of policy. Defines the organisation"s recruitment objectives and culture. May include definitions, scope, principles, responsibilities and procedures in relation to hiring. Involves making decisions about the appropriateness of individual applicants. People responsible for hiring decisions must: identify the criteria that distinguish successful from unsuccessful performance. E. g. technical skills, qualifications: use selection techniques that are valid and reliable.
