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BUS 381 - Chapter 7

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Simon Fraser University
Business Administration
BUS 381
Natalie Zhao

By Mark Liangco | BUS 381 Chapter 7 – Selection Recruitment starts at the advertisement and ends with the receipt of applicants Selection begins with the receipt of applicants, ends when a job offer is made and accepted Guidelines for Avoiding Legal Problems - Selection criteria based on the job - Adequate assessment of applicant ability - Written authorization for reference checking - Careful scrutiny of applicant-provided information - Reject applicants who make false statements - Save all records and information Should be sure to do 3-5 to protect themselves from the law. - When an employee does a criminal act through means provided by the employer, the employer can be held liable What criteria should we use when deciding step and methods to include in the selection data - Minimize costs ( Time AND money) - Maximize accuracy of selection decision Obtaining Reliable and Valid Information Reliability - Degree to which selection procedures yield comparable data over time - A person has high reliability when he tests high on all exams assuming they are the same test over again Validity - Accuracy with which predictor measures what it is intended to measure Types of Validity 1) Criterion-related validity - extent results predict/significantly correlate with work behaviour / performance - (A high score indicates high job performance; a low score is predictive of low job performance.) 2) Content Validity - Extent adequately samples job skills/knowledge - Selling skills test 3) Construct Validity - Extent results measure job-required trait - Performance in a company test vs. College grade in Mathematics Steps in Selection Process 1) Preliminary Contact and Applicant Screening - Application forms and résumés are reviewed - screening eliminates candidates not meeting “must have” criteria o Recruiters can simplify this oart by making sure that they have developed a criteria before hand.  They can quickly eliminate those that does not have a must have criteria  The remaining applicants can be compared with the job specification to see who can advance to the next round. By Mark Liangco | BUS 381 Steps in Selection Process (ctd) 2) Selection Testing a. Cognitive Tests  Cheap  Very popular among employers in finance and consulting industries b. Personality and interests  Hard to use as they as applicant can easily fake the answer as it is easy to predict which personality answer is the ideal answer. c. Achievement test  Test what people already know in the field.  All the tests we get in school are achievement tests d. Work sampling e. Motor/Physical abilities f. Physical exam  Drug testing  Not permitted in Canada, alcohol and drug addiction considered a handicap and cannot be used to discriminate between applicants 3) Selection Interviews - Type of Interviews o Degree of Structure  Unstructured, stru
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