Employee Selection Flashcards
Overview of the selection process:
-Begin with job analysis(Job description and job specification)
-Selections considerations (Person to job fit, person to organization fit)
You want to HIT, which versions hit:
High job performance high predicted success(HIT)
High job performance low predicted success (Miss)
Low job performance high predicted success(Miss)
Low job performance low predicted success (HIT)
7 Steps in Selection process
1- completion of application
2-Initial interview in HR department (Resume/cover letter, internet check, video resume, application form)
3-Employment testing
4-Background investigation
5-Preliminary selection in HR department
6-supervisor/team interview
7-Hiring decision
Reliability vs validity
Reliability:The degree to which interviews, tests, and other selection procedures yield comparable data over time
Validity: The degree to which a test or selection
procedure measures a person’s attributes
Employment interviews: nssbps
Nondirective Interview: An interview in which the applicant is
allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks
Structured Interview: An interview in which a set of standardized questions with an established set of answers is used
Situational Interview :An interview in which an applicant is given a hypothetical incident and asked how they would respond to it
Behavioural Description Interview (BDI) :An interview in which an applicant is asked questions about what he or she did in a
given situation
Panel Interview :An interview in which a board of
interviewers questions and observes a single candidate
Sequential Interview :A format in which a candidate is
interviewed by multiple people, one right after another
Post interview screening
-reference check
-background check
-credit checks
Pre-employment tests:
JW CAB
Job knowledge tests measure candidate’s knowledge
about a certain job
Work sample tests: require candidates to actually do
part of the job
Assessment Centre tests: A process by which individuals are
evaluated as they participate in a series of situations that resemble what they might need to handle the job
Cognitive ability tests:Measures mental capabilities such as
General intelligence, verbal fluency, American ability, and reasoning ability.
Biodata tests: Biographical information about job
candidates
Pre employment test part 2:
HM PPP
Personality and interest inventories: CANOE
Polygraph tests: Use a lie detector tool
(Check provincial legislation before considering use of the polygraph.)
Honesty and integrity tests: Use pencil-and-paper tests
Physical ability tests: Asses a person’s physical abilities
Medical examinations: To ensure the health and fitness of applicants.
-Provides a baseline against which
subsequent exams can be compared.
BUT, can only be conducted after an offer
of employment has been made and can
only assess abilities to perform essential
job duties.
Determining the validity of test:
Criterion-related : Concurrent and Predictive
Criterion-Related Validity: The extent to which a selection tool
predicts, or significantly correlates with, important elements of work behavior
*Concurrent: The extent to which test scores (or other predictor information) match criterion data obtained
at about the same time from current employees
- Predictive: The extent to whichapplicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for an indefinite period
cross validation is essential
Determining the validity of test:
Content validity and construct validity :
Content Validity: The extent to which a selection
instrument, such as a test, adequately
samples the knowledge and skills
needed to perform a particular job
Construct Validity: The extent to which a selection tool
measures a theoretical construct or trait
Reaching a selection decision:
Can do(Knowledge, skills, abilities)
Will do (personality, values, motivation)
The over lap of these two indicates job performance
Two types of decisions making approaches:
Clinical:Subjective
Statistical:Objective
