Please enable JavaScript.
Coggle requires JavaScript to display documents.
chapter 8 recruitment and selection - Coggle Diagram
chapter 8 recruitment and selection
chapter outline
Preliminary Issues
• Logic of Prediction
• Nature of Predictors
Biographical
Information
• Initial Assessment
Methods
• Resumes and Cover
Letters
• Application Blanks
Legal Issues
Initial Assessment
Methods
• References and
Background Checks
• Handwriting
Analysis
Preliminary Issues
• Logic of prediction
• Nature of predictors
• Development of the
selection plan
• Selection sequence
Past Performance
Predicts Future Performance
Not specific enough to make selection decisions
• Job titles
• Number of years of experience
Nature of Predictors
Content
• Sign: A predisposition thought to relate to
performance (e.g., personality)
• Sample: Observing behavior thought to relate to
performance
• Criterion: Actual measure of prior performance
nature of predictors
• Form
• Speed vs. power: How many versus what level
• Paper / pencil vs. performance: Test in writing or
in behavior
• Objective vs. essay: Much like multiple-choice
vs. essay course exam questions
• Oral vs. written vs. computer: How data are
obtained
assessment methods by applicant flow stage
•Initial assessment
methods
Resumes and Cover Letters
Major issues
• Large number received by organizations
• Falsification and misrepresentation of
information
Overview of Application Blanks
• Areas covered
• Educational experience
• Training
• Job experience
Application Blanks
• Level of education
• GPA
• Quality of school
• Major field of study
• Extracurricular activities
Letters of Recommendation
• Problems
• Inability to discern more-qualified from
less-qualified applicants
• Lack of standardization
Initial Interview
• Characteristics
• Begins process of necessary differentiation
• Purpose -- Screen out most obvious cases of person /
job mismatches
• Limitation -- Most expensive method
of initial assessment