BU354 Chapter Notes - Chapter 7: Mayer-Salovey-Caruso Emotional Intelligence Test, Extraversion And Introversion, Conscientiousness
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Suggested guidelines for avoiding negative legal consequences include: ensure all selection criteria/strategies are based on job description/specifications, adequately asses applicant"s ability to meet performance standards/expectations, carefully scrutinize all information supplied on application forms and resumes, obtain written authorization for reference checking from prospective employees, and check references carefully, save all records/information obtained about applicant during each stage of selection process, reject applicants who make false statements on their application forms/resumes. Typical steps in selection process: preliminary applicant screening, selection testing, selection interview, background investigation/reference checking, supervisory interview and realistic job preview, hiring decision and candidate notification. Usually only two musts: level of education, minimum amount of prior work experience, want criteria represent qualifications that cannot be screened on paper or are not readily measurable, as well as those that are highly desirable but not critical, determine assessment strategies and develop an evaluation form, develop interview questions to be asked of all candidates, develop candidate specific questions.
