Human Resource Management Human Resources Assignment
Chapter 7: Selecting Human Resources Chapter Review Book Title: Human Resource Management Printed By: Armand Ontiveros (ontiverosa0717@students.bowiestate.edu) © 2025 Cengage Learning, Cengage Learning
Chapter Review
Summary
Selection is the process that matches individuals and their qualifications to jobs in an organization.
Placement of people should consider person/job fit, person/group fit, and person/organization fit.
Mismatches in fit can occur because of skills, geography, poor interpersonal skills, earning expectations, and work–family issues.
Predictors linked to criteria are used to identify applicants who are most likely to perform jobs successfully.
To comply with various legal requirements, selection decisions must be based on job- related criteria.
To produce fair, legal selection decisions, predictors must be reliable and valid.
The selection process—from applicant interest through pre-employment screening, application, testing, interviewing, and investigating backgrounds—must be handled by trained, knowledgeable individuals.
Federal guidelines define the term test very broadly to include all forms of collecting information on job applicants.
Application forms must meet EEO guidelines and ask only for job-related information.
Selection tests include ability tests, assessment centers, personality tests, emotional intelligence tests, and honesty/integrity tests. Some are controversial.
Structured interviews, including behavioral and situational types, are more effective and face fewer EEO compliance concerns than do unstructured and nondirective interviews.
Interviews can be conducted individually, by multiple individuals, or using technology. Regardless of the method, effective job-related questioning techniques should be used.
3/27/25, 6:16 PM Print Preview
https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=500025172123481909605339047&eISBN=9780357899311&id=2337942824&nbId=… 1/2
A candidate’s background can be investigated in a variety of areas. Employers must take care to avoid potential legal concerns such as negligent hiring and negligent retention both when requesting and giving reference information.
Checking credit history should be done only for jobs that involve handling money or finances.
The onboarding process is especially important to ensure successful integration of the new hire.
Chapter 7: Selecting Human Resources Chapter Review Book Title: Human Resource Management Printed By: Armand Ontiveros (ontiverosa0717@students.bowiestate.edu) © 2025 Cengage Learning, Cengage Learning
© 2025 Cengage Learning Inc. All rights reserved. No part of this work may by reproduced or used in any form or by any means - graphic, electronic, or mechanical, or in any other manner - without the written permission of the copyright holder.
3/27/25, 6:16 PM Print Preview
https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=500025172123481909605339047&eISBN=9780357899311&id=2337942824&nbId=… 2/2