Chapter 6 Flashcards
• Process of choosing the individual best suited for particular position and organization from a group of applicants
• Goal is to properly match people with jobs and organization
• Selecting wrong person for any job can be costly
Selection
Environmental Factors Affecting the Selection Process
• Other HR functions
• Legal considerations
• Decision-making speed
• Organizational hierarchy
• Applicant pool
• Type of organization
• Probationary period
• Organizational fit
Other HR Functions
Selection process affects, and is affected by, virtually every other HR function.
• Greatly influenced by legislation, executive orders, and court decisions
• Guiding principle: Why am I asking this question?
• If information is job related, usually asking for the information is appropriate
Legal Considerations
• Time available to make the selection decision can have major effect on selection process
• Conditions also can impact the needed speed of decision making
Speed of Decision Making
• Different approaches to selection are generally taken for filling positions at different levels in organization
Organizational Hierarchy
Number of qualified applicants recruited for a particular job
Applicant pool
Applicant Pool and Selection Ratio
• Applicant pool: Number of qualified applicants recruited for a particular job
• Selection ratio: Number of people hired for a particular job compared to number of people in applicant pool
Probationary Period
• Period that permits evaluating an employee’s ability based upon performance
• May be a substitute for certain phases of the selection process
• Must be job related
Type of Organization
• Private sector: Screen applicants with regard to how they can help achieve profit goals
• Government civil service systems:
Identify qualified applicants through competitive examinations
• Not-for-profit organizations: Applicants must be qualified and dedicated to work
Organizational Fit
• Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system
• Poor fit—The chemistry was just not right
Number of people hired for a particular job compared to number of people in applicant pool
Selection ratio
• Period that permits evaluating an employee’s ability based upon performance
• May be a substitute for certain phases of the selection process
• Must be job related
Probationary Period
Screen applicants with regard to how they can help achieve profit goals
Private sector
Identify qualified applicants through competitive examinations
Government civil service systems
Applicants must be qualified and dedicated to work
Not-for-profit organizations
Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system
Organizational Fit
The chemistry was just not right
Poor fit
