Académique Documents
Professionnel Documents
Culture Documents
10th Edition
Chapter 6
SELECTION
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6-2
6-3
Selection
Process of choosing from group of
applicants the individual best suited for a
particular position and the organization
Goal of selection process is to properly
match people with jobs and organization
Top performers contribute from 5-22 times
more value to companies than midlevel or
low performers
2008 by Prentice Hall
6-4
Other HR functions
Legal considerations
Decision making speed
Organizational hierarchy
Applicant pool
Type of organization
Probationary period
6-5
Other HR Functions
Selection
process affects,
and is affected
by, virtually every
other HR
function.
2008 by Prentice Hall
6-6
Legal Considerations
Human resource management is greatly
influenced by legislation, executive
orders, and court decisions
Guiding principle -Why am I asking this
question?
If information is job related, usually
asking for the information is appropriate
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Organizational Hierarchy
Different
approaches to
selection are
generally taken for
filling positions at
different levels in
organization
2008 by Prentice Hall
6-9
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Applicant Pool
Number of qualified applicants
recruited for a particular job
6-11
Selection Ratio
Number of people hired for a particular job
compared to number of individuals in the
applicant pool
Selection ratio of 0.10 indicates that there
were 10 qualified applicants for an open
position
6-12
Type of Organization
Prospective employees in private sector
screened with regard to how they can help
achieve profit goals
Government civil service systems identify
qualified applicants through competitive
examinations
Individuals considered for positions in notfor-profit organizations must be qualified
and dedicated to work
2008 by Prentice Hall
6-13
Probationary Period
Period that permits
evaluating employees
ability based upon
performance
May be a substitute
for certain phases of
the selection process
Job related
6-14
Recruited Candidate
Rejected Applicants
Preliminary Interview
Selection Decision
Physical Examination
New Employee
2008 by Prentice Hall
6-15
Preliminary Interview
Removes obviously unqualified
individuals
Positive benefits - Applicant
may be qualified for another
position with the firm
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Review of Applications
Application form must reflect not only
firms informational needs, but also
EEO requirements.
Essential information is included and
presented in standardized format
May vary from firm to firm, and even
by job type within organization
2008 by Prentice Hall
6-19
Preprinted Statements on
Application Form
Certifies that information
provided on form is
accurate and true
Should state position is
employment at will
Gives permission to have
background and
references checked
2008 by Prentice Hall
6-20
Review of Rsums
Rsum - Goal-directed summary of
experience, education, and training
developed for use in selection process
Professional/managerial applicants often
begin selection process by submitting
rsum
Includes career objective for specific
position
All important concept of relevancy
2008 by Prentice Hall
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Keyword Rsum
Keywords - Words or phrases used to
search databases
Keyword rsum - Adequate description
of job-seekers characteristics and
industry-specific experience presented
in keyword terms to accommodate the
computer search process
6-23
Additional Recommendations
Avoid special characters.
Do not use tabs; use space bar.
Do not use word-wrap feature; use hard returns
to insert line breaks.
Use default font and size.
Do not use boldface and italics.
Do not use blocks.
Do not use columns.
Do not place names or lines on sides of rsums
2008 by Prentice Hall
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Characteristics of Properly
Designed Selection Tests
Standardization - Uniformity of
procedures and conditions of
administering test
Objectivity - Everyone scoring a test
obtains same results
Norms - Frame of reference for
comparing applicant's performance
with that of others
2008 by Prentice Hall
6-28
Characteristics of Properly
Designed Selection Tests (Cont.)
Reliability - Provides consistent results
Validity - Measures what it is supposed to
measure (Basic Requirement)
Requirement for Job Relatedness Test
must work without having adverse impact
on minorities, females, and individuals
with backgrounds or characteristics
protected under law
2008 by Prentice Hall
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Cognitive aptitude
Psychomotor abilities
Job Knowledge
Work-sample (simulation)
Vocational interests
Personality
2008 by Prentice Hall
6-31
Measures
individuals ability
to learn, as well as
to perform a job
6-32
Strength
Coordination
Dexterity
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Work-Sample
Tests requiring applicant to perform
task or set of tasks representative of
job
Such tests by their nature are job
related
Produces highly validity, reduces
adverse impact, and is more
acceptable to applicants
2008 by Prentice Hall
6-35
Vocational Interests
Indicates occupation in which person
is most interested and most likely to
receive satisfaction from
Primary used in counseling and
vocational guidance
6-36
Personality Tests
Traits
Temperaments
Dispositions
6-37
Genetic
Graphoanalysis
Polygraph Tests
6-38
Genetic Testing
Determines whether person
carries gene mutation for
certain diseases, including
heart disease, colon cancer,
breast cancer and Huntingtons
disease
6-39
Graphoanalysis
(Handwriting Analysis)
Many people view
handwriting analysis in
same context as psychic
readings or astrology
In Europe, many
employers use
graphoanalysis to help
screen and place job
applicants
2008 by Prentice Hall
6-40
Polygraph Tests
Confirm or refute
application information
Employee Polygraph
Protection Act of 1988
severely limited use in
private sector
6-41
Internet Testing
Increasing being
used to test skills
required by
applicants
6-42
Assessment Centers
Selection technique used to identify and
select employees for positions
Requires them to perform activities similar
to those in job
In-basket exercises
Management games
Leaderless discussion groups
Mock interviews
2008 by Prentice Hall
6-43
Employment Interview
Goal-oriented conversation where
interviewer and applicant exchange
information
Continues to be primary method used
to evaluate applicants
At this point, candidates appear to be
qualified
2008 by Prentice Hall
6-44
Interview Planning
Compare applicants application and
rsum with job requirements
Develop questions related to qualities
sought
Prepare step-by-step plan to present
position, company, division, and
department
Determine how to ask for examples of
past job-related applicant behaviors
2008 by Prentice Hall
6-45
6-46
Organizational Fit
Managements perception of degree to
which prospective employee will fit in with
firms culture or value system
Employees also should consider
organizational fit when debating whether
or not to accept a job offer
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6-48
Types of Interviews
Unstructured
(nondirective)
Structured
(directive or
patterned)
2008 by Prentice Hall
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Behavioral Interview
Applicants asked to relate actual incidents
from past relevant to target job
Behavioral questions - Job relevant
Example: Relate a scenario where you
were responsible for motivating others
Example: Describe situation where your
expertise made a significant difference
2008 by Prentice Hall
6-54
Methods of Interviewing
One-on-one interview - Applicant
meets one-on-one with interviewer
Group interview - Several applicants
interact in presence of one or more
company representatives
Board interview - Several firm
representatives interview candidate at
same time
2008 by Prentice Hall
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Pre-Employment Screening:
Background Investigations
Determine accuracy of
information submitted or to
determine if vital information
was not submitted
Principal reason for conducting
background investigations is to
hire better workers
6-66
Elements to Verify
Previous employment
Education verification
Personal reference check
Criminal history
Driving record
Civil litigation
Workers compensation history
Credit history
Social security number
2008 by Prentice Hall
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Pre-Employment Screening:
Reference Checks
Information from individuals who know the
applicant that provide additional insight
into the information furnished by the
applicant and verification of its accuracy
Possible flaw - Virtually everyone can
name three or four individuals willing to
make favorable statements
2008 by Prentice Hall
6-70
Pre-Employment Screening:
Reference Checks (Cont.)
Laws in 37 states and
jurisdictions shield employers
from liability for harm to an exemployee based on contents of
job reference
There is a wait-and-see attitude
among some employers
2008 by Prentice Hall
6-71
Pre-Employment Screening:
Reference Checks (Cont.)
Two schools of
thought with regard to
supplying information
about former
employees
Dont tell them
anything
Honesty is the best
policy
2008 by Prentice Hall
6-72
Negligent Hiring
Negligent Hiring - Liability a company
incurs when it fails to conduct a
reasonable investigation of an applicants
background, and then assigns a
potentially dangerous person to a position
where he or she can inflict harm
6-73
Negligent Referral
Liability former
employers may incur
when they fail to offer a
warning about a
particularly severe
problem with a past
employee
6-74
Selection Decision
Most critical step of all
Person whose qualifications most
closely conform to requirements
of open position and organization
should be selected
2008 by Prentice Hall
6-75
Medical Examination
Americans with Disabilities Act
(ADA) does not prohibit preemployment medical examinations.
Determines point they may be
administered during selection
process
Directly relevant to job requirements
Determines whether applicant
physically capable of performing the
work
2008 by Prentice Hall
6-76
Notification to Candidates
Results should be made know to
candidates as soon as possible
Delay may result in firm losing prime
candidate
Unsuccessful candidates should also
be promptly notified
2008 by Prentice Hall
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