COMMERCE 2BC3 Lecture Notes - Lecture 18: Financial Times, R&S Records, Information Overload
9 Nov 2017
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An hr manager should first conduct a job analysis and pick the job relevant skills; whatever they are assessing during the selection, they need to concentrate on the job relevant skills. Criterion is the desirable outcome or what we are looking for (typically future performance) Refers to the extent that more that two raters agree when they are grading the same behaviour of a job applicant. Structured - series of questions that are job-related, everyone is focused on the job; predertermined scoring system; consistent and standardized for all interviewees. Unstrucutred- may be irrelevant questions; no scoring system; can be different for all interviewees. Behavioural - tell me a time when (past experience/behaviour will predict future performance) Situation - imagine a situation (intention predicts future behaviour) A case from washington university: controversy in selection. Candidate a has a much stronger publication record than candidate b. One professor raised the concern that a sounded insincere.
