CH 11: Choosing and Hiring Candidates Flashcards
What are the two ways of combining assessment scores?
Multiple hurdles
Compensatory approaches
Why do we combine assessment methods?
Validity
BTW- scores must be meaningfully combined
An assessment plan must specify how scores and methods are to be combined
Multiple Hurdles Method
Candidates must receive a passing score on an assessment before being allowed to continue in the selection process
The disadvantages of Multiple Hurdle
Costly and
can take more time as candidates need to visit repeatedly for the assessments.
When is multiple hurdles method used?
When cost of poor performance is high. Eg. When safety is as risk
Compensatory Approach
High scores on some assessments can compensate for low scores on other assessments
The disadvantage of the Compensatory Method
Less useful for jobs in which specific talents must exist at a minimum level
So because u are focused on the overall score, a person my have an unsatisfactory score for a specific area, but that is covered with a better score in another area.
What are the ways to execute the compensatory approach?
Unit Weighting: Giving each assessment method equal weight and then combining scores.
(some methods may not equally predict performance and have to use diff. scales; in this case, we standardize the score-convert it in terms of standard deviation)
Rational Weighting: Experts assign diff subjective weight on each assessment score
Have to agree; accommodates fact that diff methods must be weighted differently
May not be the best predictor
Statistical Weighting: Uses multiple regression, to assign a different weight to each assessment score.
Multiple Regression: most scientific approach to determining how to weigh each assessment in computing a candidate's overall score.
Combining Multiple hurdles approach and Compensatory approahces:
So areas with minimum requirements should have hurdles, whereas other characteristics may be compensatory
So you can start with the hurdles, then you can weight and combine the compensatory scores at the end (after weeding out unsatisfactory candidates)
The highest scoring offered the job
So- chemist for hair products- I want technical skills and innovation(do job analysis to verify innovation), compensatory are …. (do later)
methods of selecting the final choice
Cut score: a minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer
-Should be high enough so that the company’s new hires at least meet or exceed any minimum standards of success
Rank Ordering: Ranking candidates from highest to lowest scoring
Banding: Everyone who scores within a certain range of scores is considered to have performed equivalently and assigned the same grade:
What to note when using Ranking or Cut score?
Additional decision needed about whether to hire from the top of the list down, or create a pool of finalists from which to make a final choice
The pool can be ranked according to global or specific assessments, selected randomly or banded
Diversity
affirmative action and diversity programs need to be carefully implemented to avoid the potential for legal trouble
Don’t begin diversity attempts at the assessment stage, do it at the recruiting and sourcing stage- attract and bring in diversity first, then assess
Before extending a job offer you should:
Do background check and verify the truthfulness of the information put down
T/F: It’s a good idea to identify a backup hire in case your first choice does not take the job
True
Factors that affect the content of job offers:
- Organizational- internal equity, need to hire now vs later
- Finalist- Other good job offers available- so more attractive one needed
- Type of Job- lower-level shorter and less detailed than executive.
- Legal- EEO and affirmative action. If diversity is goal, may have to enrich the job offer to get qualified diverse applicants- like If you have trouble getting certain subgroups to accept offers- single mom latina
- External - tightness of labour market, market level for compensation
