Please enable JavaScript.

Coggle requires JavaScript to display documents.

Employee recruitment, selection and placement - Coggle Diagram

- - - - statistical models for selection
        
        multiple regression model
        
        an employee selection method that combines separate predictors of job success in a statistical procedure
        
        multiple cutoff strategy
        
        an employee selection method using a minimum cutoff score on each of the various predictors of job performance
        
        multiple hurdle
        
        an employee selection strategy that requires that an acceptance or rejection decision be made at each of several stages in a screening process
        
        false negative errors
        
        false positive errors
      - predictors
        
        job-related knowledge and expertise, education, IQ, personality traits
        
        variables about applicants that are related to (predictive of) the criteria
      - criteria
        
        measures of job success
        
        dollar sales figures may be a performance criterion
      - employee placement
        
        the process of assigning workers to appropriate jobs
      - Equal Employment Opportunity Commission (EEOC) the federal agency created to protect against discrimination in employment
        
        protected groups
        
        adverse impact
        
        affirmative action
        
        Bona Fide Occupational Qualifications (BFOQ) real and valid occupational needs required for a particular job
  - - - evaluation
        
        can be too many applicants
        
        might oversell themselves which could end up backfiring (employee realised they were lied to and left), wasting that time and money to search and recruit these employees
    - - to save face, employees will screen their referrals, which will also help the org filter bad employees. self applicants will have in-depth review on the company and therefore more motivated to work there
- - - - standardized instruments
        
        validity
        
        construct validity
        
        criterion related validity
        
        content validity
        
        reliability
        
        test retest
        
        parallel forms
        
        internal consistency
        
        selection tests
        
        mechanical ability tests,
        
        personality tests
        
        cognitive ability test
        
        too general to be considered job related
        
        may be discriminative to use intelligence test as education and financials relate to intelligence
        
        integrity tests
        
        Polygraphs
        
        problems of selection tests
        
        validity generalisation
        
        the ability of a screening instrument to predict performance in a job or setting different from the one in which the test was validated
        
        test utility
        
        the value of a screening test in determining important outcomes, such as dollars gained by the company through its use
        
        faking
        
        low validity
        
        questionable effectiveness, best to use multiple tests into a test battery
        
        assessment centre
        
        situational exercise
        
        test formats
        
        Individual versus group tests
        
        Paper-and-pencil versus performance tests
        
        Speed versus power tests
        
        biodata
        
        job skills and knowledge test
        
        Work Sample Tests
        
        interviews
        
        reliability questioned due to different questions everytime
        
        some people scared or nervous, perform differently in different interviews
        
        interviewer can assess differently
        
        interviewer bias
        
        snap judgement
        
        can be useless if the applicant dont talk at all
        
        contrast effect
        
        fill in gaps in the information obtained from the applicant’s resume and application form and from employment tests and to measure the kinds of factors that are only available in a face-to-face encounter, such as poise and oral communication skills
        
        provide applicants with realistic job previews, which help them decide whether they really want the job and offer an initial orientation to the organization
        
        serve an important public relations function for the company
    - - forms that assign different weights to the various pieces of information provided on a job application
      - or alternatively work samples
    - - collect biographical information such as education, work experience, and outstanding work or school accomplishments
      - difficult to use work experience in screening and selection
      - very important as it's first impresion
      - org own selection forms should only include questions that are relevant, if not will lead to discrimination
      - very difficult to select the best employee here
      - referrals, letter of recommendations are very biased, as employees choose who to create the letters
        
        some of them have starting using graphic rating scales, or sign contracts to not allow employees to view their referrals
- - - - Subjective
      - Criterion relevance
      - Objective
      - Criterion contamination
        
        criteria usefulness
        
        criteria deficiency
    - - ranking
      - paired comparison
      - forced distribution
    - - graphic rating scales
      - behaviourally anchored rating scale (BARS)
      - behavioural observation scale (BOS)
      - checklist
      - narratives
    - - leniency/severity
      - central tendency errors
      - halo effect
      - recency effect
      - actor observer bias (FAE)
      - cross cultural/international issues
    - - Performance Feedback
        
        refer to pic for guidelines on good performance feedback