M2S2 Selection🧾 Flashcards
pertains to the series of steps involved in identifying individuals with the appropriate qualifications to fill a current or future job vacancy
Selection process
Steps in the Selection Process
Criteria development
Application and Resume Review
Interview
Test Administration
Selection
Job Offer
- Understand knowledge, skills, abilities, and other characteristics (KSAOs);
- Determine sources of KSAO information such as testing and interviews;
- Develop scoring system for each of the sources of information; and
- Create an interview plan.
Criteria development
- Should be based on criteria developed in step one
- Consider internal versus external candidates.
Application and Resume Review
- Determine types of interview/s;
- Write interview questions; and
- Be aware of interview bias.
Interview
- Perform testing as outlined in criteria development; could include reviewing work samples, drug testing or written cognitive and personality tests
Test Administration
- Determine which selection method will be used; and
- Compare selection method criteria
Selection
- Use negotiation techniques; and
- Write the offer letter or employment agreement.
Job Offer
KSAO
Knowledge
Skills
Attitude
Others
Effective Interview Questions
Situational Questions
Behavioral Questions
designed to inquire about how a candidate would respond in a situational scenario.
Situational Questions
designed to inquire about how a candidate would respond in a hypothetical scenario.
Behavioral Questions
future-oriented - hypotheticalresponse to a specific scenario.
Situational Questions
past-oriented - focus on a candidate’s past behavior in a similar situation
Behavioral Questions
- assesses how effectively a test measures what it is intended to measure - a candidate’s ability to perform the job.
Validity
- evaluates whether selection methods consistently yield similar data or results when repeated multiple times.
Reliability
The basis for effective testing
Validity and Reliability
Selection Models
Clinical Method
Statistical Method
The most common method of candidate selection
Clinical Method
Decision-makers assess candidates based on their interviews and available information.
Clinical Method
May introduce bias and disparate treatment, potentially resulting in the exclusion of candidates based on age, race, or gender.
Clinical Method
Creating a selection model that assigns scores and weights to different job criteria.
Statistical Method
Allows for a more objective evaluation, where specific job requirements are given appropriate importance.
Statistical Method
Each criterion is rated and weighted, resulting in a score for each candidate.
Statistical Method
A high score in one area can compensate for a low score in another area
Compensatory Model
A minimum score must be met in all measured areas
Multiple Cutoff Model
There are multiple levels and a candidate must earn a passing score to qualify for the next level.
Multiple Hurdle Model
Three common models of statistical method
Compensatory Model
Multiple Cutoff Model
Multiple Hurdle Model
Outlines the job’s components
Job description
detail the prerequisites for performing the job
Job specifications
