session 6 Flashcards
What is SAP
- global software company
- recognises the value of hiring an autistic employee
- many people with ASD are unemployed besides being more intelligent
steps of the selection process (5)
- screenning the applicants/resumes
- testing and reviewing work samples
- interviewing candidates
- checking references and backgrounds
- making a selection
application tracking system
- automatic online selection for online applicants
- measures the performance of the hiring process
- helps determine if suitable candidates are being rejected
Candidate experience
- critical determinant of the organizations reputation
What makes a successful selection method (5)
- legal criteria
- reliable information
- valid information
- generalised information
- pratical value
What are the legal standards
- selection must meet human rights and privacy requirements
- must be fair and unbiased
what is an interview
- asses candidates about information related to the job
Reliability
- measurement is free from error
- reliable measurements generate consistent values
- organisations use statistics (correlation)
Validity
- relates to what the measure is trying to asses
- current employees are tested and then compared to previous test scores
3 ways to measure validity
- criterion related validity
- content validity
-construct validity
Criterion related validity
- correlation between test scores and job performance
- researchers use either predictive validation or concurrent validation
Content validity
consistency between test item and situations that occur on the job
experts write or evaluate test items
Construct validity
used for tests that measure abstract qualities
association between construct and job sucess
generalised information
selection method should be general
Pratical Value
- selection method should produce useful information that is actually beneficial to the company
- interviewing and testing is costly
Applications forms (benefits)
- low cost way to gather information
- contract information
- work experience
-educational background - applicants signature
Resumes
- submitted by the applicant to introduce himself
-applicants control content - inexpensive way to gather information
References
- names
-may have legal issues - contact info of people who can confirm their past job performance
- biased (applicants only choose people that would say good things about them)
Background check
- verify that applicants are who they say they are
- there’s a lot of false information on resume’s
- should check criminal background
-social media background
Types of employment tests (6)
- physical ability
- cognitive ability
- job performance
- personality inventories
- honesty, alcohol, drug tests
- medical examinations
Interviews types (6)
- non directive
- structured
- situational
- behavioural
- panel
- digital
advantages of interviews
- provides evidence of communication and interpersonal skills
- gain insight of the candidates personality
disadvantages of interviews
- costly
- can be low in validity
- risk of discrimination
- subjectively and potentially biased
- can be unreliable
What makes a good interview
- standardised with prepared questions
- comfortable for the participant
- in a quiet space
- focused on the job
- enough time to discuss all topics related to the job and ask questions
Selection decisions (2)
- multiple hurdle model (eliminates candidates at each stage)
-compensatory model (a very high score on 1 assessment can make a low score on another)
who makes the selection decisions
- Immediate manager
- Supervisor
-HR specialist
-Work team
-Hiring algorithm
Who communicates the decision
- HR department
What should a job offer include
- job responsibilities
-salary
-work schedule
-starting/ending date
-etc
