chpter 6 Flashcards
selection
process of choosing from a group of applicants the individual best suited for a particular position and the organisation
environmental factors affecting the selection process
other HR functions, egal considerations, speed of decision making, organisational hierarchy, applicant pool, type of oganisation, probationary period, orgnisational fit
applicant pool:
number of qualified applicants recruited for a particular job
selection ratio
number of people hired for a particular job compared to the number of qualified individuals in the applicant pool.
organisational fit
Managements perception of the degree to which th prospctive employee will fit in with the firms culture or value system
a poor fit harms organisational effectiveness, hurts morale and drains creativity
selection process
determine if applicant is qualified, educate candidate and to assess cultural fit
selection technology
applicant tracking system and candidate relationship manangement
applicant tracking system
talent management system, helps and enterprise to select employees more efficiently, screening resumes, spotting candidatesm conducting tests and handling abckgound investigations
candidate relationship management
help manage potential actual applicants in an organised manner
selection process how?
recruited individual, preliminary screening, review of applications and resumes, selection tests, employment interview, pre employment screening:background and reference check, selectio decision, physical examination, employed individual
preliminary screening
eliminate those who dont meet the positions requirements
review of applications
application form can be helpful since essential information is included and presented in a standardised format
resumé
goal directed summary of a persons experience, education and training developed for use in the selection process.
keywords
words and phrases that are used to search databases for resumes that match
keywords resume
resume that contains adequate description of the job seekers characteristics and industry secific experience presented in keyword terms in order to accommodate the computer search process.
selection tests:
rate factors such as: aptitute, personality, abilities, motivation
predict on-the-job performance, identify attitudes and job related skills
does not predict if the individual is motivated to perform
characterisitcs of properly designed selection tests:
standardisation, obectivity, norms, reliability, validity
standardisation
uniformity of the procedures and conditions related to administering the tests
objectivity
condition that is achieved when everyone scoring a given test obtains the same results (multiple choice, true false are objective)
norm
frame of reference for comparing an applicants performance with that of others.
reliability
extend to whihc a selection test provides consitent results
validity
extent to which a test measures what it claims to measure
test validity approaches
criterion-related validity, content validitym construct validity
citerion related validity
compares scores on selection tests to some aspect of job performance determined for example by performance appraisal
content validity
person performs certain tasks that are actually required by the job or completes a paper and pencil test that measures relevant job knowledge
construct validity:
determines weather a test measures certain constructs, traits that job analysis finds to be important in performing a job
types of employment tests:
cognitive aptitude tests, psychomotor abilities tests, job knowledge tests, work sample test, vocational interests tests, personality test
cognitive aptitude tests
determine general reasoning, memory, vocabulary, verbal fluency and numerical ability
psychomotor abilities tests
measures strength, coordination and dexerity
job knowledge tests,
measure candidates knowldge of the duties of the job
work sample test
requite applicant to perform a task representative of the job
vocational interests tests
indicate occupation a person is most interested in and the one likely to provide satisfaction
personality test
sel reported measures o traits, temperaments or dispositions
assessment center
selection techniique that requires individuals to perform activities similar to those they might encounter in an actual job
one of the most powerful tools
in basket exercies, management games, leaderless discussion group, mock interviews
genetic tests
tests given to identify predisposition to inherited diseases.
graphoanalysis
handwriting analysis as selection factor
employment interview:
gol oriented conversation in which an interview and an applicant exchange information
often subjective and not predictors of success on the job, still primary methods companies use to evaluate applicants, good to see fi its an organisational fit
content of an interview
occupational experience, academic achievement, interpersonal skills,personal qualities
general types of interviews
unstructured interview, stuctured interview, behavioral interview, situational interview
unstructured interview
job applicant is asked probing, open-ended questions
structured interview
each applicant for a particular job is asked the same series of job related questions
reduces subjectivity and inconsistency of unstructured interview
behavioural interview
structured interview in whihc applicants are asked to relate actual incidents from their past relevent to the target job
past behaviour as predicter for futur behaviour
situational interview:
gives interviewrs better insight in how canddate would perform in the work environment by creating hypothetical situations candidates would likely to encounter on the job and asking them how they would handle it
methods of interview
one-on-one, group, board, multiple, video, stress, realistic job interview
group interview
meeting in which several job applicants interact in the presence of one or more company representatives
interpersonal competence, saves time
board interview
several of the firms representatives interview candidates at the same time
multiple viewpoints, pool evaluation of candidate
stress interview
form of interview in which the interviewr intentionally creates anxiety
realistic job interview
method of conveying both positive and negative job information to an applicant in an unbiased manner
fewer employees accept offer but the ones that do stay
potential interviewing problems
inappropriate questions, permitting non job related information, interviewer bias, interviewer domination, lack of training, non verbal communication
reference checks
validation from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy
negligent hiring
liability a company incurs when it fails to conduct a reasonable investigation of an applicants background and then assigns a potentially dangerous person to a position in which he or she can inflict harm
Human capital metrics
measures of HR performance
how employees contribute to the bottom line how HR activities contribute
metrics for evaluating effectiveness of recruitmen/selection
quality of hiere, time required to hire, new-hire retention, hiring managers overall satisfaction, turnover rate, cost per hire, selection rate, acceptance rate, yield rate
new hire retention
if people that are newly hired quit in a few years time already
turnover rate:
number of times employees had to be replaced during a year
selection rate
number of applicants hired from a group of candidates expressed as a percentage
acceptance rate
number of applicants that accepted the job divided by number of applicants that were offered the job
yield rate
percentage of applicants from a particular source and method that make it to the next stage of the selection process
LinkedIN hiring solutions
variety of services for in house and external recruiters, online job postings and ways to organise job searches
