Chapter 4 Flashcards
Hiring decision depends on
predictors and succes criteria
Hiring Process
- Recruitment
- -> Process of attracting a pool of qualified applicants - Screening
- -> Process of reviewing info about job applicants used to select workers - Placement
Selection- Process of choosing applicants
Placement- process of assigning sorer to appropriate jobs
- Recruitment
Process of attracting a pool of qualified applicants
Goals
- attract a LARGE pool of QUALIFIED applicants
- provide REALISTIC job preview (so don’t quit)
- avoid discrimination against underrep groups
- –> must hit certain # of minority applicants to proceed to next step
Recruitment methods
Formal/ direct
- media ad
- point of purchase (guaranteed to see)
- direct mail
- employment agencies
- college recruiters
- computer databases
- special events (job fair)
- employee referral programs (sanctioned by the company; ask current employees to refer)
Informal/ indirect
- situation-wanted ads (drug dealer ad)
- direct applicants
- employee referrals
Most common methods
website applicants
90 % Job seekers
49% HR dep.
Newspaper still most for both
Most effective
Networking (for both HR dept. and job seeker)
- Screening
Process of reviewing info about job applicants used to select workers
- review written materials (application forms or resume
- -> provides biographical data
- references and letters of recommendation
- employment testing
Checking for resume fraud
unemployment- cut off is a few months
Why check?
- 1/3 resumes contain innaccurate info
- over 500,000 ppl have bogus degrees
Verifying info
- truth
- error
- embellishment
- fabrication
Obtaining missing info
- unintentional omission
- strategic omission
- deceptive omission
Alternative methods
- bogus application items (WAPA)
- social security reports
- hire professional reference checkers
Predict future performance w/ references
reference NOT good predictor of performance
-uncorrected validity is .18
Higher correlation between reference writer, and reference for same person
Fewer than 1% rated BELOW avg.
WHY?
- get to choose who writes it
- applicants may be given right to view
- can sue if caused to not get job
Writers can use CODE
Predictors in selection systems
Are reliable (consistent) Are valid (predicts what it is supposed to predict)
Reduce chance of legal challenge
- face validity (looks good)
- don’t invade privacy
- don’t intentionally discriminate
- minimize adverse impact
Are cost effective (personality survey might be enough)
- cost to purchase/ create
- cost to administer
- cost to score
Reliability
extent to which score from a test is
- consistent
- stable over time
- free from errors of measurement
Methods of determining reliability
- test re-test (temporal stability)
- parallel/ alternate forms (form stability)
- internal reliability (item stability)
- scorrer reliability
Validity
Accuracy of measure instrument & its ability to make accurate inferences about a criterion
Test formats
Group vs. individual
-group interview
Objective vs. open-ended
obj - true-false, multiple choice
open- essay
Paper and pencil vs. performance
paper- personality test, GRE
perf- actually doing something!
Power vs. speed
power- mental horse power, can actually accomplish it
speed- time limit (GRE)
Personnel screening methods/tests
Biodata
- background and personal characteristics
- PREDICTOR
- -> correlated with intelligence and conscientiousness
- ex. GPA, job performance, salary, grad school
Cognitive ability
-intelligence
Mechanical ability
- mechanical principles
- ex. carry 50 pounds
Motor and sensory ability
-hand-eye coordination
Skills and knowledge
-work sample test
Personality
-Big five
Honesty and Integrity
-polygraph
Assessment centers
- in-basket
- leaderless group discussion
Drug testing
Hiring interviews
-unstructured vs. structured
Structured interviews
interviews are not awesome, structured interviews are BETTER
set questions, criteria, points
They are
- reliable
- valid
- not as prone to legal challenge
because they
- are based on a job analysis
- ask the same questions of each applicant
- have a standardized scoring procedure
