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COMM 410

COMM 392 Managing The Employment Relationship Danielle van Jaarsveld 2014 Class 8 Objectives •  Explain the key elements of employee selection •  Why validity and reliability are important aspects of a selection strategy? •  Explain the purpose of selection tests THE UNIVERSITY OF BRITISH COLUMBIA 2 Oakland Raiders Cheerleaders THE UNIVERSITY OF BRITISH COLUMBIA Selection •  Process of choosing among applicants to find best candidate for position •  Key criteria: •  Knowledge, Skills, Abilities (KSA’s) •  Personality factors (i.e. “people skills/soft skills”) > Often key determinant of success/failure in position once hired > “Soft Skills” more in demand by businesses than “Hard Skills” – why? •  Do thorough Analysis to develop accurate job profile THE UNIVERSITY OF BRITISH COLUMBIA 4 Key Considerations •  Key considerations for “Personal” Factors •  Intellectual ability •  Analytical, creative, decision-making style •  Personality • here to predictsment behaviour! •  Motivation •  Assess effort applicant likely to apply to pTHE UNIVERSITY OF BRITISH COLUMBIA 5 Selection Process: Typical Steps •  Preliminary contact and initial applicant screening 1 •  Selection testing 2 •  Selection interview 3 •  Background investigation/reference checking 4 •  Supervisory interview/realistic job preview 5 •  Hiring decision 6 7 •  Candidate notification 8 •  Evaluation of selection process THE UNIVERSITY OF BRITISH COLUMBIA 6 Question •  If you had unlimited time and resources, how would you select an employee from a list of applicants? THE UNIVERSITY OF BRITISH COLUMBIA 7 Selection Measures •  Survey of 201 HR executives, participants asked which selection methods produce best employees. Mean rating for eight methods on a 5-point scale (1 = not good, 3 = average, 5 = extremely good): •  Work samples 3.68 •  References/recommendations 3.49 •  Unstructured interviews 3.49 •  Structured interviews 3.42 •  Assessment centers 3.42 •  Specific aptitude tests 3.08 •  Personality tests 2.93 •  General cognitive ability tests 2.89 •  Given the above, why are personality / aptitude tests still so popular as the first stage? THE UNIVERSITY OF BRITISH COLUMBIA 8 Interview •  Clip THE UNIVERSITY OF BRITISH COLUMBIA Interviews Structured Interview •Interviewer asks same questions of all applicants analysisns based on job •Responses recorded and scored using a standardized key •More reliable – what does this mean? THE UNIVERSITY OF BRITISH COLUMBIA Interviews Unstructured Interview •Interviewer makes judgment as to what questions to ask and how to evaluate responses •Not reliable – why? THE UNIVERSITY OF BRITISH COLUMBIA Interviews Situational/Behavioral interviews • Applicants are asked how they would respond to particular situations • Situational – Hypothetical situations (e.g., “Assume you are…, what would you do?) Behavioral – Past behaviors (e.g., “Please tell me your last experience when you did …) • Very popular • Which one do you think is better? • How would you prepare as an applicant? THE UNIVERSITY OF BRITISH COLUMBIA Panel Interviews What are the Pros / Cons? • Pros •  More objective and less personal interaction •  Panelists can focus on the answer as opposed to trying to figure out what to ask next •  Panelists may hear questions that they would not have thought of themselves •  Consistent evaluation
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