Immigration Reform and Control Act (1986):
Federal law requiring employers to verify and maintain records on applicants' legal _rights_ to work in the United States
Applicants fill out the Form I-9 and present documents showing their identity and eligibility to work
The law prohibits the employer
Application Forms
A low-cost way to gather _basic_ data from many applicants
Application Forms ensures that the organization has certain standard categories of information:
Contact information
Work experience
_educational_ background
Technical experience
Memberships in professional or trade groups
R�sum�s are
the usual way applicants introduce themselves to a potential employer
-Organizations typically use them as a basis for deciding which candidates to investigate_further
Resumes are most valid when the content of the resume is
evaluated in terms of the elements of a job description
technology helps manage resumes
they meet basic requirements, the organization continues the process with this narrower pool of candidates through one or more employment tests
Physical ability tests
Cognitive ability tests
Job performance tests
Work samples
Personality inventories
Honesty tests
drug tests
Medical examinations
Aptitude tests:
Tests that assess how well a person can learn or acquire skills and abilities
Achievement tests:
Tests that measure a person's existing knowledge and skills
Physical Ability tests:
Measures muscular endurance, power, flexibility, balance coordination
Cognitive ability tests:
Test designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability
to describe personality,
most of them cluster around five general dimensions
All traits can be classified into five broad factors that summarize personality.
a. Conscientiousness
b. Agreeableness
c. Neuroticism
d. Openness to Experience
e. Extraversion
Conscientious
individuals are dependable, organized, reliable, ambitious, hardworking, and persevering
Agreeable
individuals are warm, kind, cooperative, sympathetic, helpful, and courteous
Extraverted
individuals are talkative, sociable, passionate, assertive, bold, and dominant (in contrast to introverts, who are quiet, shy, and reserved)
Neurotic
individuals are nervous, moody, emotional, insecure, and jealous
Open individuals
are curious, imaginative, creative, complex, liberal, refined, and sophisticated
biggest influence on job performance of any of the Big Five
Conscientiousness
the easiest to judge in zero acquaintance situations�situations in which two people have only just met
extraversion
Extraverts are rated as more effective in leadership roles by their
followers
Neuroticism is related to job performance for most jobs
negatively
not significantly related to job performance across jobs, but becomes more important in jobs that are fluid and dynamic, or that require high levels of creative performance
opensess
Employee Polygraph Protection Act
banned the use of polygraphs ("lie detector") for screening job candidates
Paper-and-pencil honesty (or integrity) tests
ask applicants about their honesty and attitudes, and behavior regarding theft
Drug testing programs should
conform to some general rules
Fitness-for-duty testing:
impairment test which measures whether a worker is alert and mentally able to perform critical tasks at the time of the test
-Does not investigate the cause of any impairment
Nondirective interview:
The interviewer has great discretion in choosing questions to ask each candidate
Structured interview:
Consists of a predetermined set of questions for the interviewer to ask
Situational interviews:
A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation
Behavior Description Interview (BDI):
A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past
Panel interview:
several members of the organization meet to interview each candidate
Interviewing Advantages
Advantages
-Can provide evidence of communication and interpersonal skills
-Most valid when they focus on job knowledge and skills
interviewing Disadvantages
Can be unreliable
Low on validity
Costly
Subjective/biased
Conducting Effective Interviews
-Be prepared
-Assign responsibilities
-Put the applicant at ease
-Ask about past behaviors
-Figure out what your employees do, and ask questions that look for similar behaviors
-At the end of the interview, make sure the candidate knows what to expect nex
When interviewing candidates, its _______ to ask about willingness to travel if that is part of the job
Valid
Interviewers might ask questions about previous business travel experiences and/or how
interviewees handled situations requiring flexibility and self-motivation
Giving references on former employees
Risks: May be held liable for defamation, invasion of privacy or retaliation for statements made about former employees
Risks of negligent hiring
:Employers must exercise "due diligence" in investigating an applicant's background to avoid suits for the actions of their employees
Risks of negligent referrals
Referrals: Employers have a duty to truthfully disclose the qualifications and character of a former employee
25% of candidates misrepresent something on their resume
More than 1 in 8 candidates who said they would not rehire that candidate
Employers are Googling
100%
Multiple-hurdle model
Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process
-Establishing a minimum score for each employment test thereby gradually narrowing the candidates down
Compensatory approach:
Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another
-scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on anoth
human resources department is responsible to notify applicants of job offer; should include
-Job responsibilities
-Work schedule
-Rate of pay
starting date
-Contingencies (physical exam, drug test, etc.)
-Response date (for acceptance/rejection of offer)
Need to keep accurate records
contacted, when and candidates response
Personnel Selection:
the process through which organizations make decisions about who will or will not be allowed to join the organization
Selection begins
with the candidates identified through recruitment and attempts to reduce their number to the individuals best qualified to perform the available job
The best selection methods:
-Will provide information that is reliable and valid and can be generalized to apply to the organization's group of candidates
-Should measure characteristics that have practical value for the organization
-Must meet legal requirements in effect where the
selection process.
varies considerably from organization to organization and job to job
Not all jobs include all of these steps
some jobs require multiple processes of these steps for example multiple interviews or testing sessions
The selection process should be set up in a way that it lets the organization identify people who have the necessary
KSAOS
This kind of strategic approach to selection requires ways to measure the effectiveness of the selection tools
-The method provides reliable information
-The method provides valid information
-The information can be generalized to apply to the candidates
-The method offer high utility (practical value)
-The selection criteria are legal
Three acts have formed the basis for a majority of the suits filed by job applicants:
-Civil Rights Act of 1964 and 1991
-Age Discrimination in -Employment Act (ADEA)
-Americans with Disabilities Act (ADA)
Employers should collect data only at
secure Web sites
The Fair Credit Reporting Act
uires employers to obtain a candidate's consent before using a third party to check the candidate's credit history or references
-If the employer decides not to hire based on the report, the employer must give the applicant a copy of the report and summar
Work flow design:
the process of analyzing the tasks necessary to produce a product or service