HR - Employment Selection
HR - Employment Selection
HR - Employment Selection
Other HR functions
The selection process affects, and is affected by , virtually every other HR
function.
Legal Considerations
Play a significant role due to legislation, executive orders and court decisions.
It’s essential for firms to maintain nondiscriminatory practices during selection.
Organizational Hierarchy
Organizations usually take different approaches to filling positions at varying
levels. E.g.: extensive background checks & multiple interviews for hiring of a
CEO vs. word processing test & short interview for a clerical position.
Applicant Pool
Process can be truly selective only if there are several qualified applicants.
Selection ratio: number of people hired for a particular job compared to the total
number of individuals in the applicant pool.
Type of Organization
Private sector business is very profit-oriented and therefore prefers candidates
who can help achieve profit goals.
Government civil service systems typically identify qualified applicants through
competitive examinations.
For non-profit organizations, applicants must be dedicated to the job.
Probationary Period
Permits firm to evaluate an employee’s ability based on established performance.
Even in unionized firms, the labor/management agreement typically does not
protect a new employee until after a certain probationary period (60 to 90 days),
which means you can say you’re fired to an employee without little or no
justification.
Firing a marginal employee in a union environment may be quite difficult after
the probationary period (that sucks if you get stuck wit a retard!).
3. The Selection Process
Telephone Interview
Advantage: cheap.
Disadvantage: no face-to-face contact.
Videotaped Interview
Method to reduce selection costs.
Does not replace personal interview but allows a firm to conduct a broader search
and get more people involved in the selection process.
5. Review of Applications
Review of Résumés
Employment managers compare the information contained in a complete
application for employment to the job description t determine whether a potential
match exists between the firm’s requirements and the applicant’s qualifications.
Criterion-Related Validity
A test validation method that compares the scores on selection tests to some
aspect of job performance determined, for example, by performance appraisal.
Concurrent Validity: validation method in which tests scores and criterion data
are obtained at essentially the same time.
Predictive Validity: validation method that involves administering a selection test
and later obtaining the criterion information.
Content Validity
A test validation method whereby a person performs certain tasks that are actual
samples of the kind of work a job requires or completes a paper-and-pencil test
that measures relevant job knowledge.
Construct Validity
A test validation method to determine whether a selection test measures certain
traits or qualities that have been identified as important in performing a particular
job.
Personality Tests
Self-reported measures of traits, temperaments or dispositions.
9. Genetic Testing
Testing that can determine whether a person carries the gene mutation for certain
disease, including heart disease, colon cancer, breast cancer and Huntington’s
disease.
Unstructured Interview: meeting with a job applicant during which the interviewer
asks probing, open-ended questions.
Structured Interview: process in which an interviewer consistently presents the
same series of job-related questions to each applicant for a particular job.
13. Behavioral Interview
Structured interview where applicants asked to relate actual incidents from their
past that are relevant to the target job. They assume the past is the best predictor
of the future.