HRM200 Lecture Notes - Lecture 5: Personality Test, Extraversion And Introversion, Criminal Record

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: William Peckham

Document Summary

Selection: process of choosing among recruits for job opening: quality of hr determines organizational performance, inappropriate selection is costly, significant legal implications. Selection ratio: number of applicants hired versus the total # of applicants. Multiple hurdle strategy: selection approach involving series of hurdles/steps where only candidates that clear each hurdle move on to the next one. Six typical hurdles: applicant screening, selection testing, interview, background information/reference check, supervisor interview/job preview, hiring decision and notify candidates. Candidate-specific questions (ex. if someone has advanced excel skills on their resume, it"s helpful to ask questions specific about that to know whether they truly know it or not) Don"t ask that violate human rights legislation. Candidates who don"t meet selection criteria are eliminated. Remaining candidates who match job specification are considered further. Use of technology is becoming increasingly popular. Assesses specific job-related skills, general intelligence, personality characteristics, mental abilities, interests and preference. Efficient, standardized methods for screening large number of applicants.