Académique Documents
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Selection
Process of choosing from a group of applicants the individual best suited for a particular position and an organization Goal of selection process is to properly match people with jobs and organization. Individuals overqualified, underqualified, or do not fit either job or organizations culture, will probably leave the firm.
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Types
Test-retest Split-half interrater
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Work-Sample (Simulation)
Tests that require an applicant to perform a task or set of tasks representative of the job Such tests by their nature are job related Produces a high predictive validity, reduces adverse impact, and is more acceptable to applicants
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Vocational Interests
Indicate the occupation in which a person is most interested and is most likely to receive satisfaction from Primary use has been in counseling and vocational guidance
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Personality Tests
Traits Temperaments Dispositions
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Internet Testing
Increasingly being used to test skills required by applicants.
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Assessment Centers
Selection technique used to identify and select employees for positions and requires them to perform activities similar to those in job In-basket exercises Management games Leaderless discussion groups Mock interviews
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Types of Interviews
Unstructured (nondirective)
Structured (directive or patterned)
Behavioral
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Methods of Interviewing
One-on-one interview - Applicant meets one-on-one with an interviewer Group interview - Several applicants interact in the presence of one or more company representatives Board interview - Several of the firms representatives interview one candidate
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Methods of Interviewing
Stress interview - Anxiety is intentionally created Realistic job previews - Job information is conveyed to the applicant in an unbiased manner
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Negligent Hiring
Negligent Hiring - Liability employer incurs when no reasonable investigation of applicants background is made and potentially dangerous person is assigned to position where he or she can inflict harm At Risk Employers Risk of harm to third parties. Example: Taxi driver
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Elements to Verify
Previous employment Education verification Personal reference check Criminal history Driving record Civil Litigation Workers compensation history Credit history Social security number verification
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Negligent Referral
May occur when former employer fails to offer a warning about a particularly severe problem with a past employee
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Outsourcing Investigations
Firms can outsource background checks to third-party investigators that the Fair Credit Reporting Act regulates.
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Polygraph Tests
Confirm or refute application information Employee Polygraph Protection Act of 1988 severely limited use in the private sector
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Medical Examination
Determine whether applicant physically capable of performing the work
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Notification to Candidates
Results should be made known to candidates as soon as possible. Delay may result in firm losing prime candidate. Unsuccessful candidates should also be promptly notified.
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