Workshop 4 Flashcards
5 main steps of the selection process
- Criteria development
- Application and resume review
- Interview
- Test administration
- Making the offer
KSAO
K - knowledge
S - skills
A - abilities
O - other personal characteristics
Validity
refers to how useful the tool is to measure a person’s attributes for a specific job opening
Reliability
refers to the degree in which other selection techniques yield similar data over time
Process involved in interviewing a person
- Recruit new candidates
- Establish criteria on which the candidates will be rated
- Develop interview questions based on the analysis
- Set a timeline for interviewing and decision making
- Connect schedules for others involved in the interview process
- Set up interviews with candidates and set up any testing procedures
- Interview candidates and perform necessary testing
- Once the results are back, meet with hiring team, discuss and make a decision
- Put together an offer for the candidate
Different sorts of testing
- Cognitive ability tests
- Personality test
- Physical ability test
- Job knowledge test
- Work sample
How are cultures maintained
Attraction - Selection - Attrition
Interview questions
Situational interview
Behavioural interview
Situational = in which the candidate is given a sample situation and is asked how he or she might deal with the situation
Behavioural = the candidate is asked questions about what he or she actually did in a variety of given situations
Interview biases
- Halo effect or reverse halo effect
- Contrast bias
- A gut feeling bias
- Generalisation bias
- Cultural noise bias
- Nonverbal behaviour bias
- A similar to me bias
- Recency bias
5 key stages to onboarding
- Pre hire
- First day
- New hire orientation
- New hire training
- Performance stage
What can employees do during onboarding
- Seek feedback
- Gather information
- Networking
What can organisations do during onboarding
- A formal orientation program
- Training
