MHR 523 Lecture Notes - Structured Interview, Unstructured Interview, Personality Test

57 views3 pages
Chapter 7 ± Selection
Selection ± process of choosing among individuals who have been recruited to fill existing/projected job
openings
1. Preliminary applicant screening ± forms, resumes
2. Selection testing ± standardized, reliable & valid
3. Selection interview ± interviewer: assess applicant qualifications, behaviour; applicant: present
positive image, sell skills, market positive attributes
4. Background investigation/reference checking ± dates of employment, job title (ranks), salary level,
criminal records, eduFDWLRQOLFHQVH³*KRVW´FRPSDQ\VHOI-owned business)
5. Supervisory interview & realistic job preview
6. Hiring decision & candidate notification ± give reasonable length of time for decision
Guidelines for Avoiding Legal Problems: selection criteria based on job, adequate assessment of
applicant ability, careful scrutiny of applicant-provided information, written authority for reference checking,
save all records & information; reject applicants who make false statements
Selection ratio ± number of applicants hired / total number of applicants
Multiple-hurdle strategy ± approach to selection involving series of successive steps/hurdles; only
candidates clearing hurdle are permitted to move onto next step; pre-screening, testing, interview,
background check
Reliability ± interviews, tests, other selection procedures yield comparable data over time; degree of
dependability, consistency/stability of measures used
Validity ± accuracy with which predictor measures what it is intended to measure
Differential validity ± confirmation that selection tool accurately predicts performance of all possible
employee subgroups, including white males, women, visible minorities, persons with disabilities,
Aboriginals
Criterion-related validity ± extent to which selection tool predicts or significantly correlates with important
elements of work behaviour
Content validity ± extent to which selection instrument, such as test, adequately samples knowledge &
skills needed to perform the job
Construct validity ± extend to which selection tool measures a theoretical construct/trait deemed
necessary to perform job successfully
Tests of Cognitive Abilities
Intelligence (IQ) tests ± measure general intellectual abilities (verbal comprehension, inductive reasoning,
memory, numerical ability, speed of perception, spatial visualization, word fluency)
Emotional intelligence (EI) tests ± measure ability to monitor ones own emotions & emotions of others &
use that knowledge to guide thoughts & actions
Aptitude tests ± PHDVXUHLQGLYLGXDVDSWLWXGHpotential to perform a job, provided they are given proper
training
www.notesolution.com
Unlock document

This preview shows page 1 of the document.
Unlock all 3 pages and 3 million more documents.

Already have an account? Log in

Document Summary

Guidelines for avoiding legal problems: selection criteria based on job, adequate assessment of applicant ability, careful scrutiny of applicant-provided information, written authority for reference checking, save all records & information; reject applicants who make false statements. Selection ratio number of applicants hired / total number of applicants. Multiple-hurdle strategy approach to selection involving series of successive steps/hurdles; only candidates clearing hurdle are permitted to move onto next step; pre-screening, testing, interview, background check. Reliability interviews, tests, other selection procedures yield comparable data over time; degree of dependability, consistency/stability of measures used. Validity accuracy with which predictor measures what it is intended to measure. Differential validity confirmation that selection tool accurately predicts performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, Criterion-related validity extent to which selection tool predicts or significantly correlates with important elements of work behaviour.

Get access

Grade+
$10 USD/m
Billed $120 USD annually
Grade+
Homework Help
Study Guides
Textbook Solutions
Class Notes
Textbook Notes
Booster Class
40 Verified Answers
Class+
$8 USD/m
Billed $96 USD annually
Class+
Homework Help
Study Guides
Textbook Solutions
Class Notes
Textbook Notes
Booster Class
30 Verified Answers