Chapter 7: Selection Flashcards
selection
The process of choosing among individuals who have been recruited to fill existing or projected job openings.
selection ratio
The ratio of the number of applicants hired to the total number of applicants.
number of applicants hired/total number of applicants= selection ration
multiple-hurdle strategy
An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move on to the nextstep.
must criteria
Requirements that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute and can be screened initially on paper.
want criteria
Those criteria that represent qualifications that cannot be screened on paper or are not readily measurable, as well as those that are highly desirable but not critical.
designing selection process
- develop selection criteria (job description and specifications )
- specify the must and wants
- develop an evaluatin form
- develpm interview questions
- develop candidate-specific questions
Employee selection and the law
potential employers cannot ask for a photograph, information about illnesses, disabilities or workers’ compensation claims, or information that could lead to direct, intentional discrimination, such as age, gender, sexual orientation, marital status, maiden name, date of birth, place of origin, number of dependents, and so on.
Managing the process in a legally defensible way involves keeping the following guidelines in mind:
Ensure that all selection criteria and strategies are based on the job description and the job specifications. 2. Do not ask questions that would violate human rights legislation, either directly or indirectly. Questions cannot be asked about candidates’ marital status, childcare arrangements, ethnic background, or workers’ compensation history, for example. 156
- Obtain written authorization for reference checking from prospective employees, and check references carefully.
- Save all records and information obtained about the applicant during each stage of the selection process.
- Reject applicants who make false statements on their application forms or résumés.
Step 1: preliminary applicant screening
generally performed by members of HR deparments
- application forms and resumes are reviewed, and those who do not meet the criteria are elimination , those who do meet are identified and given further consideration
- HRIS is often used for this
Crowdsourcing
googles uses technology to surf applications and find the ones that closely match that of the person who is currently in the job
Step 2: selection testing
- tests large amount of appication
- tests must be reliable and valid
reliatbility
the degree to which interviews, tests, and other selection procedures yield comparable data over time; in other words, the degree of dependability, consistency, or stability of the measures used
validity
the accuracy with with a predictor measures what is inteded to measure
differential validity
confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women,visible minorites, persons with disabilities, and Aboriginal people
criterion related validity
the extent to whicha selection tool predicts or significantly correlates with important elements or work behaviour
content validity
the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job
construct validity
the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully
intelligence tests (IQ)
tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed or perception, spatial visualization , and word fluency
emotional intelligence tests (EI)
tests that measure a persons ability to monitor his or her own emotions of others and used that knowledge to guide thoughts and actions
aptitude tests
tests that measure an individuals aptitude or potential to perform a job, provide he or she is given proper training
personality tests
instuments used to measure basic aspects of personality, such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and socialbility
interest inventories
tests that compare a candidate’s interests with those of people in various occupations
achievement tests
tests used to measure knowledge or proficiency acquired through education, training, or experience
work sampling
measuring job performance directly and thus are among the best predictors of job performance
management assessment centre
a comprehensive, systematic procedure used to assess candidates management potential that uses a combination of realistic exercises, management games, objective testing, presentations, and interviews.
situational tests
tests in which candidates are presented with hypothetical situations representative of the job for which they are applying and are evaluated on their responses
micro assessment
A SERIES OF VERBAL, PAPER BASED, OR COMPUTER BASED QUESTIONS AND EXERCISES THAT A CANDIDATE IS REQUIRE TO COMPLETE, COVERING THE RANGE OF ACTIVITIES REQUIRED ON THE JOB FOR WHICH HE OR SHE IS APPLYING
data analysis
revolutionizing the employee selection process
- new forms of number crunching allows employees to go through list of current employees to see what kind of people succeed or fail in situations.
selection interview
a prcedure sesigned to predict future job performance on the basis of appicats oral responses to oral inquires
unstructured interview
ther interviewer pursues points of interst as they come up in response to questions
structure interview
a interview following a set sequence of questions
mixed (semi) structured
an interview format that combines the structured and unstructured techniques.
situational interview
a series of job-related questions that focus on how the candidate would behave in a situation
behavioural interview or behaviour description interview
a series of job-related questions that focus on relevant past job related behaviours
Panel interview
an interview in which a group of interviewrs questions the applicant
mass interview
an interview process in which a panel of interviews simultaneously interviews several candidates
common interviewing mistakes
- poor planning
- snap judgments
- negative emphasis
- halo effect
- poor knowledge of the job
halo effect
a positive initial impression that distorts an interviewers rating of a candidate because subsequent information is judged with positive bias
contrast or candidate order error
an error of judgement on the part of the interviewer because of interview one or more very good or very bad candidates just before the interview in question.
Conducting an effective interview
- planning the interview
- establishing rapport
- asking questions
- closing the interview
- evaluate the candidate
realistic job preview
a strategy used to provide applicants with realistic information –both positive and negative– about the job demands, the organization’s expectations, and the work environment.
steps of selection
- preliminary applicant screening
- selection testing
- the selection interview
- Background investigation /reference checking
- supervisory interview and realistic job preview (top applicants are interview by supervisor)
- Hiring decision and candidate notification
statistical strategy
a more objective technique used to determine whom the job should be offered to; involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression
