37:533:301 Lecture Notes - Lecture 2: The Home Depot, Revamp, Organizational Citizenship Behavior

• School: Rutgers University
• Department: Human Resource Management
• Course: 37:533:301
• Professor: Professor Methot

Document Summary

The systematic process of deciding which applicants to hire. Takes the pool of applicants delivered be recruitment and selects a subset of them. Those selection measures must be good, meaning they must be: The degree to which a measure is free of random error (and therefore more precise) Test-retest: example= give a test to an applicant multiple times, correlate the administrations. Inter-rater reliability: example=yelp (high ratings with 1 review, or high rating with lots of reviews) Any correlation over 0. 7 is good enough. Random error examples in seinfeld iq test= kramer, restaurant, yelling, food, etc. Refers more specifically to the extent to which the measure correlates with some criterion of interest, such as: Intuitively: if a measure is mostly random error, how can you expect it to correlate with job performance or retention. Statistically: the actual correlation between two measures is their true correlation multiplied by the square root of their reliabilities.