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SELECTION PowerPoint Presentation

SELECTION

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SELECTION

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  1. SELECTION

  2. Chapter Objectives • Explain the significance of employee selection. • Identify environmental factors that affect the selection process. • Describe the general selection process. • Explain the importance of the preliminary interview. • Describe reviewing applications and resumes.

  3. Chapter Objectives (Continued) • Explain legal implications of interviewing. • Explain the administration of selection tests including the advantages, potential problems, and characteristics of properly designed selection tests. • Explain the types of validation studies. • Describe types of employment tests.

  4. Chapter Objectives (Continued) • Explain the importance of the employment interview including interview planning and the content of the interview. • Describe the general types of interviewing. • Explain the growing influence of the behavioral interview. • Describe the various methods of interviewing. • Explain the use of personal references checks

  5. Selection • Process of choosing from a group of applicants the individual best suited for a particular position and an organization My definition • Using a systemic process to identify the best candidate (s)

  6. Environmental Factors Affecting the Selection Process • Other HR functions • Legal considerations • Decision making speed • Organizational hierarchy • Applicant pool • Type of organization • Probationary period

  7. Recruited Candidate Preliminary Interview The Selection ProcessExternal EnvironmentInternal Environment Review of Applications and Resumes Rejected Applicants Selection Tests Employment Interviews Reference and Background Checks Selection Decision Physical Examination New Employee

  8. Recruited Candidate Review Resumes Ideal Selection ProcessExternal EnvironmentInternal Environment Select top 5 -8 to pre screen Rejected Applicants Conduct phone interview Face-to-face Interviews Testing and References Checks Selection Decision Close loop on candidates rejected New Hire Starts

  9. Preliminary Interview • Removes obviously unqualified individuals The types: • Telephone interviews • Videotaped interviews • Computer interviews

  10. Review of Applications • Usually all candidates complete them, regardless of the position. • Must be signed to be validate Review of Resumes • Systems allow you to sort through resumes that close match the requirements

  11. Administration of Selection Tests • Advantages • Potential Problems using Selection Tests • Characteristics of Properly Designed Selection Tests

  12. Characteristics of Properly Designed Selection Tests • Standardization • Objectivity • Norms • Reliability • Validity • Requirements for Job Relatedness

  13. Types of Validation Studies • Criterion-related validity • Concurrent validity • Predictive validity • Content Validity • Construct Validity

  14. Types of Employment Tests • Cognitive aptitude • Psychomotor abilities • Job Knowledge • Work-sample (simulation) • Vocational interests • Personality • Substance Abuse

  15. The Employment Interview • Conversation in which interviewer and applicant exchange information • Interview planning – essential to effective interviews

  16. Select interview team Develop interview question Interview PlanningInternal Environment Schedule interview Pre-interview meeting Conduct interviews Interview debrief Check references Select candidate Offer – New Hire

  17. Content of the Interview • Occupational experience • Academic achievement • Interpersonal skills • Personal qualities • Organizational fit

  18. Types of Interviews • Unstructured (nondirective) • Structured (directive or patterned)

  19. Behavioral Interview • Structured interview where applicants reflect on past experience • Premise of past behavior is a predictor of future behavior • Interviewers seeks examples from the interviewee • Legally safe - because job related • Example: Tell me about a time a project you worked on that best demonstrates your ability to be a team player?

  20. Methods of Interviewing • One-on-one interview- Applicant meets one-on-one with an interviewer • Group interview/ Panel- Several applicants interact in the presence of one or more company representatives • Board interview- Several of the firm’s representatives interview one candidate

  21. Methods of Interviewing • Stress interview- Anxiety is intentionally created • Realistic job previews - Job information is conveyed to the applicant in an unbiased manner • Usually takes place in the pre-screening

  22. Legal Implications of Interviewing • Interview bias • Inconsistent questions • Halo Error • All question should be job related Question: What happens if some one brings up there age?

  23. (Personal) Reference Checks • Provides additional insight into applicant information • Verification of accuracy

  24. Negligent Hiring & Referral • Negligent Hiring Liability employer incurs when no reasonable investigation of applicant’s background is made and potentially dangerous person is assigned to position where he or she can inflict harm • Negligent Referral Employee fails to offer warning about a problem with a past employer