Selection
the process of choosing individuals who have needed qualifications to fill jobs in an organization.
Placement
The ultimate purpose of selection is placement, or fitting a person to the right job.
Selection criterion
a characteristic that a person must have to do a job successfully.
Person/job fit
matching the knowledge, skills, and abilities of individuals with the characteristics of jobs.
Person/organization fit
the congruence between people and companies.
SELECTION TESTING
Ability Tests , Personality Tests
Ability Tests
assess an individual's ability to perform in a specific manner.
Personality Tests
attempt to identify individual characteristics that define how that person will interact with his/her environment.
Cognitive ability tests
measure an individual's thinking, memory, reasoning, and verbal and mathematical abilities.
Physical ability tests
measure individual abilities such as strength, endurance, and muscular movement.
Psychomotor tests
measure a person's dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
Work sample tests
require an applicant to perform a simulated job task which is part of the target job.
Situational judgment tests
designed to measure a person's judgment in work settings and are a type of job simulation.
Assessment Centers
composed of a series of evaluative exercises and tests used for selection and development.
Honesty/Integrity Tests
Employers use different types of tests to assess the honesty and integrity of applicants and employees.
Polygraphs/Polygraph tests
involve a mechanical device that measures a person's galvanic skin response, heart rate, and breathing rate and, in theory, reveal whether a person is telling the truth part of internal investigations of theft or losses.
Polygraph test should be taken...
voluntarily and the employee can end the test at any time
SELECTION INTERVIEWING
Structured Interviews, Unstructured interview, Semistructured interviews, Stress Interview, Panel interview, Team interviews
Structured Interviews
uses a set of standardized questions asked of all job applicants.
Biographical Interviews
focus on a chronological exploration of the candidate's past experience.
Behavioral Interview
applicants are asked to give specific examples of how they performed a certain task or handled a problem in the past.
Competency Interview
is similar to a behavioral interview except that the questions are designed specifically to provide the interviewer with something to measure the applicant's response against - that is the competency profile for the position, which includes a list of comp
Situational Interview
a type of structured interview that is composed of questions about how applicants might handle specific job situations.
Unstructured interview
the interviewer improvises, asking questions that are not predetermined.
Semistructured interviews
guided conversations where broad questions are asked and new questions arise as a result of the discussion
Stress Interview
designed to create anxiety and put pressure on an applicant to see how the person responds.
Panel interview
several interviewers interview the candidate at the same time.
Team interviews
applicants are interviewed by the team members with whom they will work.
Problems in the Interview
Snap Judgments, Negative Emphasis, Halo Effect, Biases and Stereotyping, Cultural Noise
Snap Judgments
Many interviews make a decision on the applicant within the first two to four minutes of the interview and spend the balance of the interview looking for evidence to support their decision.
Negative Emphasis
Unfavorable information about an applicant is often emphasized more than favorable information when evaluating suitability.
Halo Effect
this occurs when an interviewer allows a prominent characteristic to overshadow other evidence
Biases and Stereotyping
is to approve of people who "look, think, and act like us.
Cultural Noise
comes from responses the applicant believes are socially acceptable, or politically correct, rather than factual.
ADA
The Americans with Disabilities Act
The Americans with Disabilities Act
prohibits the use of preemployment exams, except for drug tests, until a job has been conditionally offered
Employment-at-will
The employer or applicant has the right to terminate the employment at any time with or without notice or causes (Except where prevented by law).