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Lecture

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


Department
Human Resources
Course Code
MHR 523
Professor
Margaret Yap

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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
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