HUMAN RESSOURCE

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Selection

Why is Selection Important?

Goal  match people with ____________________

Good selection = improved ____________________

Bad selection = ineffective _________________________

What is Selection?

Selection: process of choosing the individual _____________ for a particular position and organization from a group of ______________

Preliminary Screening

Preliminary Screening: a review to eliminate those who obviously do not meet the ____________________________

Quickly removes ________________

Applicants can be redirected to _______________________________

Review of Applications

Essential information is included and presented in a _______________________________

Usually includes statements such as:

Certification that info is _______________

Position is ___________________

Permission for _______________________

Review of Applications

Resume: goal-directed summary of a person’s _______________________________

Key is relevancy

Most companies use _______________________________

Selection Tests - PROs

Usually _______________________________ means of selecting candidates

Small cost for organizations

Can identify skills and attitudes that may not be _______________________________

Selection Tests - CONs

_______________________________

Test anxiety

_______________________________

What makes a good test?

Standardization: ______________ of procedures and conditions of administering the test

Reliability: extent to which test provides ____________________

Validity: _______________________________

Reliability Examples

Consistent over _______

Tuesday

Thursday

Reliability Examples

Consistent with ___________

Form A

Form B

Validity and Reliabilty

A test could be ______ but _______

Criterion-related validity

Criterion-related validity: comparing _______________________________ to some aspect of _______________________________

How do we know if we have criterion-related validity?

Criterion-related validity

Predictive validity: collect ______________________and use it to forecast ___________________

Criterion-related validity

Concurrent validity: collect _______________ and _______________________________ info at the same time and see if they are correlated

Cognitive Abilities

General Intelligence (g) or the ability to:

____________________

Plan

_____________________

Comprehend complex ideas

Specific Cognitive Abilities (Construct)

Types

_____________

Psychomotor Abilities

Arm-hand steadiness

_____________

Reaction time

Psychomotor Tests (Predictor)

_____________

Control simulator

Personality Tests

Self-reported measures of _____________

Tend to show areas such as _____________

Personality Tests

Integrity Tests: specific type of personality attribute

Measures attitudes toward _______, absenteeism, dishonesty, ___________, and other rule-breaking behaviors

Why Integrity Testing?

Consequences of rule-breaking are _____________

Predictive power

_____________ administration

Job Knowledge Tests

Tests designed to measure a candidate’s knowledge of the _____________

Which industries or jobs do you think might use job knowledge tests?

Work Samples

Measure job skills by taking _____________ under realistic, _____________

Examples:

________________________

_____________for managers

Why use work samples?

Other predictors may not _____________

Highly predictive of _____________

Low discrimination against any one group

Can measure wide variety of _____________

Assessment Centers

Multiple Methods

________________________

Multiple Assessees

Multiple Assessors

Assessment Centers: Why or Why Not?

________________________

Able to assess numerous performance dimensions

Assess more than one ________________________

Interviews

Used to gain insight about __________, abilities, skills, personality, & _____________

Not great at predicting actual success on the job but ________________________

Applicants look good on paper but what about in real life?

Get and Give Information

Get info about: work experience, academic achievement, interpersonal skills, personal qualities

Give info about: ________________________

Structured

All applicants are asked the _____________

Easier to ________________________ applicants

Unstructured

Not all applicants are asked the same questions

Potential ________________________

Hard to ________________________

Behavioral/Situational Interviews

Questions prompt applicants to relate ________________________ to target job

Interviewers should look for:

________________________

Problems with Interviews

Can be biased by:

Nature and order of questions

________________________

Interviewee appearance & behavior

Problems with Interviews

________________________

Lack of training

Nonverbal communication

Tips for Better Interviews

___________________

Training

___________________

Same interviewers

Informing applicants about ________________________

Aimed at reducing ________________________

Expensive in the long-run to give people a ________________________

Realistic Job Preview

Pre-employment Screening

Determine if information submitted is ______________

Social network checking

________________________

Negligent Hiring

Liability that results from company:

Fails to conduct reasonable ____________________

Assigns _______________________ to position where he/she can cause harm

Selection Decision

Most critical step

Person whose qualifications most closely conform to ________________________should be selected

Notify candidates ________________________

Organizational Fit

Org fit: management’s perception of the degree to which the prospective employee will ________________________with the firm’s ________________________