Selection the process of choosing individuals who have relevant
qualifications to fill existing openings.
1. Recruit (advertise)
Person-Job Fit fits job
Person-Organizational Fit fits organizations culture
Selection: Can do + Will do
Steps in Selection Process
Application/Resume Initial HR Interview Testing Background Check
Department Manager Interviews Reference Check
1) Work Sample showing how you can do the job – prof’s
interview @ Seneca
2) References *
3) Interviews – Structured sample q’s for each candidate/
Unstructured winging it *
4) Personality Tests
5) Aptitude Tests
6) Cognitive Test/Ability
7) Resume *
Reliability (consistency of results) the degree to which selection tools yield
comparable data over time,
with the same tool, different tools or different raters
References all give consistent view of person
Validity the degree to which a test/selection tool measures a person’s
attributes for the job.
- How predictive the tool is for good job performance.
- Fire-fighters climbing a ladder with hose instead of numeric test Work sample best for validity and reliability – rarely used
because of it’s time consuming but
would prevent/lower turnover
Concepts of Selectivity having an adequate number of applicants from
which to make a selection.