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EMPLOYEE SELECTION (The Selection Process (Realistic job preview Process…
EMPLOYEE SELECTION
The Selection Process
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Pre-Employment Screening Many employers conduct pre-employment screening to determine if applicants meet the minimum qualifications for open jobs
Application Disclaimers and Notices Application forms should contain disclaimers and notices so that appropriate legal protections are clearly stated
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Ability Tests
Cognitive ability tests Tests that measure an individual’s thinking, memory, reasoning, verbal and mathematical abilities.
Physical ability tests Test that measure an individual’s abilities such as strength, endurance, and muscular movement.
Psycho-motor tests Tests that measure dexterity, hand– eye coordination, arm– hand steadiness, and other factors.
Work sample tests Tests that require an applicant to perform a simulated task that is a specified part of the target job.
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Interviewing selection
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Behavioral interview Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
Situational interview Structured interview that contains questions about how applicants might handle specific job situations.
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Selection Process of choosing individuals with qualifications needed to fill jobs in an organization.
Placement Fitting a person to the right job.
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Validity Predictors
Correlation coefficient Index number that gives the relationship between a predictor and a criterion variable
Concurrent validity Measured when an employer tests current employees and correlates the scores with their performance ratings
Predictive validity Measured when test results of applicants are compared with subsequent job performance
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Reliability Predictors
Multiple hurdles: A minimum cutoff is set on each predictor, and each minimum level must be “passed."
Compensatory approach: Scores from individual predictors are added and combined into an overall score, thereby allowing a higher score on one predictor to offset, or compensate for, a lower score on another.
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BACKGROUND INVESTIGATION
Negligent hiring Occurs when an employer fails to check an employee’s background and the employee injures someone on the job.
Negligent retention Occurs when an employer becomes aware that an employee may be unfit for work, but continues to employ the person, and the person injures someone.
interest inventory A personal development and selection device that compares the person s current interests with those of others now in various occupations so as to determine the preferred occupation for the individual
Stress interview Interview designed to create anxiety and put pressure on applicants to see how they respond.
Team interview Interview which applicants are interviewed by the team members with whom they will work.
Non-directive interview Interview that uses questions developed from the answers to previous questions.