Chapter 7 - Selection

Question 1

Selection?

Answer 1

The process of choosing individuals to fill job openings

Question 2

Strategic importance of selection?

Answer 2

• Quality HR determines organizational performance
• inappropriate selection decisions are costly
• significant legal implications

Question 3

How to avoid legal problems

Answer 3

• use selection criteria based on the job
• save all records and information
• obtain authorization for reference checking
• reject applicants who make false statements

Question 4

The Selection Process

Answer 4

1. Preliminary applicant screening
2. Selection testing
3. Selection Interview
4. Background investigation/reference checking
5. Supervisory interview and realistic job preview
6. Hiring decision and candidate notification

Question 5

Tips in designing the selection process

Answer 5

• develop selection criteria
• specify musts and wants
• develop interview questions
• develop candidate-specific questions

Question 6

Step 1: Preliminary Applicant Screening

Answer 6

• initial screening by HR
• applications and resumes are reviewed
• candidates not meeting selecting criteria are eliminated
• Use of Tech is becoming increasingly popular

Question 7

Step 2: Selection Testing

Answer 7

• screening devices
• asses job related skills, interests, abilities
• must be reliable and and standardized methods

Question 8

Importance of Reliability and Validty

Answer 8

Reliability: degree of dependability, consistency or stability the measures used

Validity: accuracy with which a predictor measures what it is intended to measure

Question 9

Types of Validity

Answer 9

1. Differential Validity
   - confirmation that the selection tool accurately predicts
2. Criterion-Related Validity
   - Extent to which a selection tool predicts or correlates with important elements of work behaviour.
3. Content Validity
   - extent to which a selection tool adequately samples the knowledge and skills needed
4. Construct Validity
   - extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job

Question 10

Types of Tests Used in Selection

Answer 10

• physicals, drug tests
• personality tests
• motor abilities
• cognitive abilities

Question 11

Are medical examinations allowed?

Answer 11

Only after a written offer of employment

Question 12

Can candidates be screened for substance abuse?

Answer 12

Not in Canada. (substance addiction is considered a disability)

Question 13

Step 3: The Selection Interview

Answer 13

• assess qualifications, observe behaviour, predict future performance, communicate job info/promote organization.

Question 14

Types of interviews

Answer 14

• Unstructured, structured, mix
• Situational, behavioural
• one-on-one or panel, face to face or tech enabled.

Question 15

Common Interviewing Mistakes

Answer 15

• poor planing
• negative emphasis
• poor job knowledge
• too much/too little talking

Question 16

How to conduct an effective interview

Answer 16

1. planning the interview
2. establishing rapport
3. asking questions
4. closing the interview
5. evaluating the candidate

Question 17

Step 4: Background Investigation & Reference Checking

Answer 17

• verify accuracy of information provided (criminal record check, verification of educational qualifications, previous employment
• obtain written permission, public resources (Facebook)

Question 18

Common lies on resumes

Answer 18

• dates of employment
• job title
• salary level

Question 19

Step 5: Supervisory Interview and Realistic Job Preview

Answer 19

• provides applicants with realistic job info

Question 20

Step 6: Hiring Decision and Candidate Notification

Answer 20

• compile information
• evaluate info about each candidate
• make offer that specifies terms and conditions of employment
• notify all finalists who were not selected