MHR 523 Chapter Notes - Chapter 6: Concurrent Validity, Job Performance, Essential Selection

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Published on 22 Apr 2013
Ryerson University
Human Resources
MHR 523
Chapter 6 Selection
(Pg. 216-222 + 229-end)
Strategic Significance of the Selection Function
- In HRD, recruiting and selection are combined and called the employment function
- The process of choosing among individuals who have been recruited to fill existing or projected job
- Effective selection is important because:
o Successful execution of an organization’s strategy depends on the calibre of its employees
o High cost of inappropriate selection decisions
o Significant legal implications
Skills Employees are looking for:
- Critical thinking
- Complex problem solving
- Judgement & decision-making
- Active listening
- Computers
- Math
- Operations & system analysis
- Programming, sales & marketing
Steps in the Selection of HR
- The matching process ignores factors like attitudes, personality and the like
- The selection system should be integrally related to the job descriptions and specifications
- The job specifications should form the basis of all selection decisions
- Continuous job analysis should also ensure that these specifications reflect changes in tasks,
technology, and job demands
- The type of selection procedure used depends on the size of the organization, the state of its growth
and the jobs involved
Step 1: Preliminary Reception of Applicants
- Job applicants make contact in person, writing or email
- Sometimes “walk in” to inquire about job vacancies a preliminary
interview with a HRD rep or store manager is granted as courtesy
- The courtesy interview is unlikely to be as rigorous as otherwise, but
it does attempt to screen out obvious “misfits” (someone who is not
willing to travel but is interested in a salesperson’s job with the firm
requiring considerable travel)
- Courtesy interviews are an important part of good public relations by
the firm, as information conveyed during these meetings and the
professionalism displayed by the HR manager can have lasting
implications for its future recruitment and marketing success
- Candidates applying in writing are often sent a polite letter of
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- If the applicant looks promising they are asked to complete a formal application form
- This step is disappearing b/c of the increasing use of Internet that provides general info about the
company and responding to preliminary inquires about applicants
Step 2: Review of Application Blanks/Screening Interviews
- Application bank a job application form
- Some aspects of a person’s background (years of education, previous experience in similar positions)
would have greater relationship to job success than other factors (number of part-time jobs held while
in school)
- Weighted application blank (WAB): a job application form in which various items are given differential
weights to reflect their relationship criterion measure
o Provides a means of identifying which of these aspects reliably distinguish groups of
satisfactory and unsatisfactory job incumbents
o A cut-off score is established to eliminate the max. Number of potentially unsuccessful
o Valuable for job positions that require long and expensive training, where many people apply
for few positions, and where employee turnover is high
- Biographical information blanks (BIBs): a type of application blank that uses M/C format to measure a
job candidate’s education, experiences, opinions, attitudes and interests
- Application forms and résumés are reviewed carefully for inconsistencies and checked against info
coming from other sources like references or background checks
- Knowledge, skills and attitudes are also assessed through standardized and validated tests
- Candidates not meeting essential selection criteria are eliminated first
- Candidates who most closely match the remaining job specifications are identified and given further
- Use of technology helps HR professionals improve the initial screening process i.e. by telephone, video,
Step 3: Administration of Employment Tests
- Useful for obtaining relatively objective info, which can be compared with other applicants and present
- Employment tests are devices that assess the match between applicants and job requirements
o Paper and pencil tests math test for bookkeeper used for white-collar and managerial
positions, not for blue-collar jobs
o Manual dexterity tests used for jobs that pay an hourly wage b/c it calls for a limited number
of skills or activities that can be tested easily ex. Assembly worker simulation exercise
o Personality tests selecting managers
o Personality and aptitude tests bigger firms most popular
o Honesty tests not very popular small firms
o Types of employment tests
Personality Tests
Knowledge Tests
Performance Tests
Integrity Tests
Attitude Tests
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