10 Employee Selection Flashcards
The employee Selection Process
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Job profile and adverstising
Initial screen
Interviews/ tests
Decision and contract
Selection Process - Job profile and adverstising
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- define target profile for the job
- using a competency model
- specific requirements for the job
- decision internal/ external
- selection of advertising/ recruiting channels
Selection Process - Intital Screen
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- cover letter and resume (CV)
- internet checks or phone screen
- application forms
Selection Process - Interviews / Tests
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- decision on methods
- pre-employment tests
- interviews, nondirective, structured, situational, behavioural description i. (BDI), sequential, panel
Selection Process - Decision and Contract
- decision making approach - clinical approach, statistical approach, multiple hurdle approach
Exemplary criteria grid
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Knowledge attributes - school, uni, professional background, lanugaes,…
Intellectual requirements - analytical ksills, willingness to keanr, cretiavity, technjcal skills, linguisitc expression
Work behaviour - worl focus, decision making, negotiation ksills, responsibility, autonomy, reliability
Social skills - adaptibility, socialbiltiy, cooperativeness, assertiveness, team orientation, tolerance
leader skills - formulation of goals, planning, organization, delegation, motivation of staff, provision of information
physical skills - muscle strain, body posture, sense and nervous strain, manual skills
Equal Employment Opportunity
= Allgemeines Gleichstellungsgesetz (AGG)
Legislators make the principle of diversity an obligation towards employees and applicants
Employer obliged to remove all discrimination of employees or applicants based on
- race
- ethnic origin
- gender
- religion
- disability
- age
What is it fails?
Indemnity claim/ entitlement
Criteria for the analysis of application documents
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- form - document complete, form appropriate?
- time sequence analysis - no unexplained time gaps?
- education - academic achievememts, reputation of institutions, topic of final thesis relevant for the job?
- practical experience - scope, quality, relevance for the job
- other knowledge - language skills, technical knowledge
- engagement/ hobbies - scope, commitment? relevance?
What are the two types of decision making approaches?
Clinical approach
Statisitcal Approach
Clinical approach - Definition
- those making the selection decision review all the data on the applicants
- decision is made based on applicants understanding of the job and his/her previous success in that job
What are the three models of statistical approaches? - Three Selection decision models
Compensatory model - high score in one area makes up for low score in another area
Multiple cutoff model - applicant needs to achieve minimum level of proficiency on all selection dimensions
Multiple hurdle model - sequntial strategy, only applicants with highest scores at an initial test stage go on to subsequent stages
What are the three models of statistical approaches? - Three Selection decision models
Compensatory model - high score in one area makes up for low score in another area
Multiple cutoff model - applicant needs to achieve minimum level of proficiency on all selection dimensions
Multiple hurdle model - sequntial strategy, only applicants with highest scores at an initial test stage go on to subsequent stages
key aspects of a good CV
well-organized
relevant
why writing
why interested
why am i the right person
what do i expect
obvious things
Methods of employee selection
interviews
pre-employment
post-interview screening
Types of pre-employment test
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- job knowledge test
- work sample test
- assessment center test
- cognitive ability test
- biodata tests
- polygraph tests
- honesty and intergrity tests
- physical ability tests
- medical examination
Types of job interviews
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nondirective interview - open questions, little interruptions, no clear criteria
criteria related - questions along predetermined criteria
scoring of every question
behaviour descpription
q about competencies along previous experience and moderation by interviewers
situational
q about competencies along hypothetical experience of applicant
moderated
stress interview
placving in stress, legally and methodically questionable
What is the typical interview sequence?
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welcome
perosonal background
professional career
motivation and competencies
company information
closing
