HRM200 Lecture Notes - Videotelephony, Psychological Evaluation, Essential Selection

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Katrina Di Gravio

Document Summary

The process of choosing among individuals who have been recruited to fill existing or projected job openings important because: quality of human resources determines organizational performance high cost of inappropriate selection decisions significant legal implications. Save all records and information: documentation is very important for legalities reject applicants who make false statements. Preliminary screening process: use hris system, screen by keywords or qualifications. Selection interview: type of interview and who is involved in interview. Supervisory interview and realistic job review: second interview. Hiring manager or hr personnel do the initial screening. Application forms and resumes are reviewed: consistency and ability to ask specific questions related to the job. Candidates not meeting the essential selection criteria are eliminated first. Candidates who most closely match the remaining job specifications are identified and given further consideration: hire for knowledge/skills/abilities - brain surgeon, police, hire for potential athlete, sales, receptionist or clerical.