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CHAPTER 8: EXTERNAL SELECTION 1 - Coggle Diagram
CHAPTER 8: EXTERNAL SELECTION 1
PRELUMINARY ISSUES
The Nature of Predictors
Form - form or design of predictors may vary along several different lines
Content - Content of what is being assessed with a predictor varies considerably and may range from a sign to a sample to a criterion
Development of Selection Plan - Predictors will be used to assess the KSAOs required to perform the job
The Logic of Prediction - Process of selection of component is based on the logic of prediction, which holds that indicator's of person degree should be predictive
Selection Sequence
Initial methods are used to choose candidates
The second decision is to determine which decision to determine candidate become finalists
INITIAL ASSESSMENT METHODS
Biographical Information
Measures - most selection tests simply score items in a predetermined manner and add the scores to arrive at total score
Evaluation of Biodata - research conducted on the reliability and validity of biodata quite positive
Reference and Background Checks
Reference Checks - With a reference checking, spot check is made on the applicant's background
Background Checks - Recent survey indicated in nearly three in four organizations now perform background checks
Letters of Recommendation - A common reference check in some settings is to ask applicants to have letters of recommendation written for them
Evaluation of Recommendation, References. and Background Checks
Application Blanks
Licensing, Certification, and Job Knowledge
Weighted Application Blanks
Training and Experience Requirements
Evaluation of Application Blanks
Educational Requirements
Initial Interview
Video and Computer Interviews - It has become increasingly easy to conduct initial screening interviews from any two locations with Internet access
Evaluation of Initial Interview - Organizations using the initial interview in selection are likely to find it more useful by few guidelines
Resumes and Cover Letters
Video Resumes - help applicants put together video resumes where the applicants talk about their qualification
Resumes issues
Getting a Resume Noticed - do not just list the job duties, identify your accomplishment. Consider your impact to your division or group
Evaluation - Organizations using resumes and cover letters in selection should carefully evaluate their effectiveness
Resume Fabricants and Distortions - because resumes are prepared by applicants and follow no set-in-stone form because applicants want to present themselves in favorable light
Choice of Initial Assessments Methods
Validity - Refers to the strength of relationship between the predictor and job performance
Utility - Refers to the monetary return associated with using the predictor, relative to its cost
Reliability - Refers to consistency of measurement. It would be difficult for predictor with low reliability to have high validity
Applicant Reactions - Refers to how favorably individuals feel about a given selection practice
Cost - Refers to expenses incurred in the using predictor. Although most initial assessment methods may seem relatively cost-free
Adverse Impact - Refers to the possibly that a disproportionate number of protected-class members may be rejected using a given predictor
Use - Refers to how frequently the surveyed organizations use each predictor. Use is probably an overused criterion in deciding which selection measures to adopt
LEGAL ISSUES
Social Media Screening - Organization should decide whether to permit the collection and use of social media information in selection
Background Checks: Credit and Criminal
Credit Checks
Criminal Checks:
i) Arrest
ii) Conviction
Reference Checks - Creates a legal quagmire for organizations. Failure to conduct reference check opens organization to the possibility of a negligent hiring suit
Preemployment Inquiries - This term pertains to both content and method of assessment - Federal Laws and Regulations - State Laws and Regulations
Disclaimers - It is important for organization to protect itself legally by identifying rights and this involves the use of dislaimers
Bona Fide Occupational Qualifications - To successfully defend a BFOQ claim, organization must show that only people with protected class characteristic can do the job