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Week 16 Part2

5 Pages
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Department
Economics
Course Code
ECO244Y5
Professor
Reid/ Curran

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Week 16:
Lecture Slides:
#23: Selection
#26: Step 1 – Preliminary Applicant Screening
#27: Step 2 – Selection Testing
#28: Importance of Reliability and Validity
#29: Types of Validity
#30: Types of Validity
#35: Step 3 – The Selection Interview
#36: Step 3 – The Selection Interview
#39: Common Interviewing Mistakes
#40: Designing an Effective Interview
#42: Step 4 – Background/Reference Checks
#44: Step 5 – Supervisory Interview and Realistic Job Preview
#45: Step 5 – Supervisory Interview and Realistic Job Preview
#46: Step 6 – Hiring Decision and Candidate Notification
#47: Step 6 – Hiring Decision and Candidate Notification
Textbook:
The Strategic Importance of Employee Selection
Selection is the process of choosing among individuals who have been recruited to fill existing or projected job
openings. Whether considering current employees for a transfer or promotion or outside candidates for a first-time
position with the firm, information about the applicants must be collected and evaluated. Selection begins when a
pool of applicants has submitted their resumes or completed application forms as a result of the recruiting process.
Successful candidates must fit with the strategic direction of the organization.
When a poor selection decision is made and the individual selected for the job isn’t capable of acceptable
performance in the job, strategic objectives will not be met. Also, when a successful employee must be
terminated, the recruitment and selection process must begin all over again, and the new worker must be
properly trained.
Important because:
oQuality of worker determines the organizations performance
oTime consuming and costly if selecting the wrong person
oSignificant legal implications
Guidelines for avoiding legal problems:
oSelection criteria based on the job
oAdequate assessment of applicant ability
oCareful scrutiny of applicant-provided information
oWritten authority for reference checking
oSave all records and information
oReject applicants who make false statements
Selection ratio is the ratio of the number of applicant hired to the total number of applicants
The Selection Process
Most firms use a sequential selection system involving a series of successive steps – a multiple-hurdle strategy.
Step 1: Preliminary Applicant Screening
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oInitial applicant screening is generally performed by members of the HR department. Application
forms and resumes are reviewed, and those candidates not meeting the basic selection criteria are
eliminated first.
oThen, the remaining applications are examined and those candidates who most closely match the
remaining job specifications are identified and given further consideration
Step 2: Selection Testing
oSelection testing is a common screening device used by 2/3 of Canadian organizations to assess
specific job-related skills, as well as general intelligence, personality characteristics, mental
abilities, interest, and preferences.
oTests and other selections techniques are only useful if the information provided are reliable and
valid.
Reliability
The degree to which interviews, tests, and other selection procedures yield
comparable data over time
Reliability is the degree of dependability, consistency, or stability of the
measures used
oEx. When a test that result in various scores when it is administered on
different occasions to the same individual is unreliable.
Reliability also refers to the extent to which two or more methods yield the same
results or are consistent.
oEx. Applicants with high scores on personality tests for impulsivity are
correlated with the likelihood of failing background checks due to
criminal behaviours
Reliability also means the extent to which there is agreement between two or
more raters (inter-rater reliability)
Reliability also measures the account’s internal consistency
oEx. Suppose a vocational interest test has 10 items, all of which were
supposed to measure, in one way or another, the persons interest in
working outdoors. To assess internal reliability, the degree to which
responses to which 10 items vary together would be statistically
analyzes.
Reliability can be diminished when questions are answered randomly or when
the setting is noisy or uncomfortable, or if the applicant is tired or unwell.
Validity
Validity is the accuracy with which a predictor measures what it is intended to
measure.
oEx. High impulsivity is correlated with low productivity.
4 Types of Validity
oDifferential Validity: Confirmation that the selection tool accurately
predicts the performance of all possible employee subgroups, including
white males, women, visible minorities, persons with disabilities, and
Aboriginal people.
oCriterion-Related Validity: The extent to which a selection tool
predicts or significantly correlates with important elements of work
behaviour
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Description
Week 16: Lecture Slides: #23: Selection #26: Step 1 Preliminary Applicant Screening #27: Step 2 Selection Testing #28: Importance of Reliability and Validity #29: Types of Validity #30: Types of Validity #35: Step 3 The Selection Interview #36: Step 3 The Selection Interview #39: Common Interviewing Mistakes #40: Designing an Effective Interview #42: Step 4 BackgroundReference Checks #44: Step 5 Supervisory Interview and Realistic Job Preview #45: Step 5 Supervisory Interview and Realistic Job Preview #46: Step 6 Hiring Decision and Candidate Notification #47: Step 6 Hiring Decision and Candidate Notification Textbook: The Strategic Importance of Employee Selection Selection is the process of choosing among individuals who have been recruited to fill existing or projected job openings. Whether considering current employees for a transfer or promotion or outside candidates for a first-time position with the firm, information about the applicants must be collected and evaluated. Selection begins when a pool of applicants has submitted their resumes or completed application forms as a result of the recruiting process. Successful candidates must fit with the strategic direction of the organization. When a poor selection decision is made and the individual selected for the job isnt capable of acceptable performance in the job, strategic objectives will not be met. Also, when a successful employee must be terminated, the recruitment and selection process must begin all over again, and the new worker must be properly trained. Important because: o Quality of worker determines the organizations performance o Time consuming and costly if selecting the wrong person o Significant legal implications Guidelines for avoiding legal problems: o Selection criteria based on the job o Adequate assessment of applicant ability o Careful scrutiny of applicant-provided information o Written authority for reference checking o Save all records and information o Reject applicants who make false statements Selection ratio is the ratio of the number of applicant hired to the total number of applicants The Selection Process Most firms use a sequential selection system involving a series of successive steps a multiple-hurdle strategy. Step 1: Preliminary Applicant Screening www.notesolution.com
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