HRM workshop 4 selection and on boarding Flashcards
The selection process
steps involved n choosing people who have the right qualifications to fill a current or future job opening
five aspects of selection process
1 criteria development –> determiining which sources of information will be used
2 application and resume review –> narrow number of resumes
3 interviewing –> select people to interview –> sometimes narrow even further
4 test administration –> tests –> physical, drug, personality, cognitive + reference, credit and background
5 making the offer
criteria development and reesume review
setting criteria makes it easier to select the right people
like –> KSAO
Knowledge
skills
abilities
other personal charasteristics
validity and reliability
validity –> how uuseful is the tool to measur a person’s attributes for a specific job
reliability –> refers to the degree in which other selection techniques yieeld similar data over time
fit issues
wether a new employee will fit into the company culture and team culturee
interviewing structures
unstructured interview –> questions based on someone’s background linked to job descriptioni
structured interview –> standardized questions with awnsers already made –> more fair initerview process
types of interviews
Traditional –> office –> interviewer and candidate –> series of questions
telephone –> used to narrow down listing of people that get invited to a traditional interview
panel interview –> multtiple people interview at once
information interview –> no specific job opening –> exploration
meal interviews –> unstructured –> interview during dinner
group interview –> multiple people are interviewed at once
video interviews –> video calls
nondirective intterview –> questions more open ended –> candidate leads conversation/discussion
interviewe questions
Situational interview
sample –> how he or she would react
behavior description interview –> what he or she did based on questions
illegal questions
national origin age mariage status religion disabilities criminal record personal questions appearance
halo effect or reverse halo effect
interviewer becomes biaseed of one positive or negative trait a candidate posesses at that time
interview proces
recruit establish critteria for rating interview questions timeline efor interviewing and decsicion making connect schedules set up interviews + testing procedures discuss each candittdatte put together offer
Ttips when working with the interview process
everyone is trained put them at ease (candidate) be realistic about the job do not stereotype watch all bodylanguage stick to criteria manage disagreement
testing and selecting –> major categories
cognitive ability test –> reasoning skills, math skills and verbal skills –> intelligences.
personality test –> extroversion, agreablenss, consciestiousness, neurocritism and opeenness
physical
job knowledge –> understanding about particular job
work sample –> already done work
aptitude test –> ability tot new skills
achievement test –> measures someone’s current knowledge
