BUS 381 Chapter 7: Selection

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 381
• Professor: Rick Iverson

Document Summary

Preliminary steps in selection: done by hr: eliminate those that don"t meet essential criteria, then determine which most closely match the remaining job specs. Unstructured conversational, pursue points of interest as they come up in response to questions, different questions asked to each person; low reliability and validity. Structured set sequence of questions, responses rated for appropriateness of content; high in validity/reliability; may seem too mechanical. Mixed (semi-structured) interview combo of both, both structured questions and candidate-specific questions. Situational job-related questions, how candidate would behave in given hypothetical situation (assumption: intentions predict future behaviour) Behavioural job-related questions focusing on relevant past job-related behaviours (assumption: past performance is best predictor of future performance: content, administration. Sequential interviewed by several people in a row. Panel group of interviewers questions the interviewee. One legal implication of selection is employer liability for negligent or wrongful hiring. Most firms use a sequential selection system called a multiple-hurdle strategy.