Employee Selection - Review

1. Employee Selection - Review • Why do we spend time to validate selection procedures? • If your Base Rate is high (85%), what does that mean? • If your Selection Ratio is low (close to 0), what does that mean? HED 362 – L. Good

2. Employee Selection - Review • If your Validity Coefficient is .25, what does that mean? • What is the main procedural difference between concurrent and predictive validity? HED 362 – L. Good

3. Multiple Selection Procedures • Multiple Hurdles • selection criteria prioritized • candidates who don’t fit are screened out • lacking in one criterion cannot be made up in another criterion HED 362 – L. Good

4. Multiple Selection Procedures • Compensatory • selection criteria may or may not be prioritized • limitations on one criterion can be made up for on another • all candidates remain in pool until the end HED 362 – L. Good

5. Multiple Selection Procedures • Hybrid • combination • minimum set of requirements for multiple hurdles • beyond that, compensatory process is used HED 362 – L. Good

6. Framework of Interview • Introduction and rapport building • Behavioral questioning • would/could vs have/did • no leading questions • brief, but not yes/no • Describe job and company • Answer questions • Thank you, then decision timeframe HED 362 – L. Good

7. Recruiting Methods • Internal recruiting • External recruiting Realistic Job Preview Realistic briefing with accurate and clear information about attractive and unattractive job features. HED 362 – L. Good

8. Realistic Job Preview • Rejection may increase • High job survival • High satisfaction • Less intent to quit • Work experience confirms expectations HED 362 – L. Good

9. Alternatives to Recruitment • Overtime • Employee leasing • Temporary employment HED 362 – L. Good

10. Evaluation of Recruitment • Sources of recruits • Methods of recruiting • Quality of hire HED 362 – L. Good