HRM 2600 Chapter Notes - Chapter 6: Job Performance, Ideo, Construct Validity

• School: York University
• Department: Human Resources Management
• Course: HRM 2600
• Professor: Christa Wilkin

Document Summary

Selection process of choosing individuals who have relevant qualifications to fill existing or projected job openings (person-job fit or person-organization fit) Reliability degree to which interviews, tests, and other selection procedures yield comparable data over time. Interrater reliability agreement among two or more raters (interview, tests, etc) is one (cid:373)easu(cid:396)e of a (cid:373)ethod"s (cid:272)o(cid:374)siste(cid:374)(cid:272)(cid:455) Validity degree to which a test o(cid:396) sele(cid:272)tio(cid:374) p(cid:396)o(cid:272)edu(cid:396)e (cid:373)easu(cid:396)es a pe(cid:396)so(cid:374)"s att(cid:396)i(cid:271)utes. Validity increases employee productivity and valid selection procedures are required for employment equity regulations. Reviewed first to eliminate those (cid:449)ho do(cid:374)"t ha(cid:448)e the skills, a(cid:271)ilities, edu(cid:272)atio(cid:374), o(cid:396) e(cid:454)pe(cid:396)ie(cid:374)(cid:272)e for the outlined job. A lack of a cover letter also acts as a way of eliminating applicants. Hi(cid:396)i(cid:374)g (cid:373)a(cid:374)age(cid:396)s (cid:449)ill ofte(cid:374) (cid:862)google(cid:863) appli(cid:272)a(cid:374)ts" (cid:374)a(cid:373)es a(cid:374)d check online social networking sites before deciding whether or not to invite them for a face-to-face interview. Video resumes sho(cid:396)t (cid:448)ideo (cid:272)lips that highlight appli(cid:272)a(cid:374)ts" (cid:395)ualifi(cid:272)atio(cid:374)s (cid:271)e(cid:455)o(cid:374)d (cid:449)hat the(cid:455) can communicate on their resume.