Selection Flashcards
Steps in the selection process
- screening applications and resumes
- Testing and reviewing work samples
- Interviewing candidate
- checking references and background
- Making a selection
What is selection
process by which an organisation chooses from a list of applicants,the person or persons who best meet the criteria for the position available.
What is the goal of any selection system?
accurately determine which applicants possess the knowledge,abilities and other characteristics(KSAOs) dictated by the job analysis.
How to gather background information?
- resumes
- application forms
- reference checks
- background checks
Explain strategic approach to personnel selection
organisations should create a selection process in support of its job descriptions. selection process should be set up in a way that it lets the organisation identify people who have the necessary KSAOs. This strategic selection approach requires ways to measure effectiveness selection tools.
What are the advantages of using application forms
- low-cost way to gather basic data
- ensures that organisation has certain standard categories of information:
- contact information
- work experience
- educational background
What are the advantages of resumes
drawback?
- inexpensive way of gathering information
- provide employers with starting point
Drawback: applicants control content of the information and the way it is presented. may not be accurate.
What are the advantages of background checks?drawback?
- internet allows faster and easier searching for convictions
May not be as complete as the employers would prefer since the requests for removing police records has been on the rise.
What are the advantages of reference checks?drawbacks?
1.provide names and details of former employers who can vouch for their abilities and past job performance
bias source of info cos they will carefully choose references who will say sth positive
What are the employment tests to gather background info?
*
- aptitude tests:assess how well a person can learn or acquire skills and abilities
- achievement test: measure a person’s existing knowledge and skills
- medical examinations
- drug tests
- honesty tests
- physical ability test
- personality inventories
- work samples
- job performance tests
- cognitive ability tests
What are the interview techniques?*
- behaviour description interview-situational interview where interviewer asks the candidate to describe how he/she handled a type of situation in the past
- non-directive interview-open-ended questions about the candidate’s strength,weakness,career goals and work experience. candidate’s reply to one question may suggest another questions to ask.
- structured interview-establishes a set of questions for the interviewer to ask. The interview questions are related to job requirements and cover relevant knowledge,skills and experiences. The interviewer is supposed to avoid asking questions not on the list.
- situational interview-structured interview in which the interviewer describes a situation likely to arise in job and asks the candidates what he/she would do in the situation. This type of interview may have high validity in predicting job performance.
Types of interview candidates setups
- face-to-face interviews-one candidate,one interviewer
- panel interviews-several organisational members interview each candidate
- phone interviews-candidate responds to questions presented by interviewer through phone.
How to conduct effective interviews
- be prepared
- put applicants at ease
- ask about past behaviours
- listen-let candidate do most of the talking
- take notes-write down notes during and immediately after interview
- at the end,make sure candidate knows what to expect next
When a candidate is selected, there is a need to communicate the offer to them. What have to be included in the offer?
- job responsibilities
- work schedule
- rate of pay
- starting date
- other relevant details
