HRM200 Lecture Notes - Lecture 5: Absenteeism, Inductive Reasoning, Opportunity Cost

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Definition: the process of choosing among individuals who have been recruited to fill currently existing or projected job openings. Applied to both inner employees (transfer or promotion) and outside candidates. Begins when a pool of applicants has submitted their resumes or completed application forms (the end of the recruiting process) Use selection criteria based on the job. Obtain authorization for reference checking save all records and information reject applicants who make false statements (textbook) supply challenges: Certain vacant positions may be subject to a labour shortage. Selection ratio: the ratio of the number of applicants hired to the total number of applicants. Low ratio implies limited number of applicants => low-quality recruits. Multiple-hurdle strategy: an approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move on the next steps. (hurdle: selection techniques including pre-screening, testing, interviewing, and background/reference checking)

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