1 / 14

Selection

Selection. Goal of Selection. Match people to jobs Match people to the organization – “fit”. Culture. SnagAJob – job service Google Dun and Bradstreet – financial services IBM. Selection Process – steps used to gather information about candidates and make a hiring decision.

astro
Download Presentation

Selection

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Selection

  2. Goal of Selection • Match people to jobs • Match people to the organization – “fit”

  3. Culture • SnagAJob – job service • Google • Dun and Bradstreet – financial services • IBM

  4. Selection Process – steps used to gather information about candidates and make a hiring decision

  5. Application Forms Online Applications Background Investigations Integrity and Honesty Tests Graphology Medical Examinations Employment Tests Interviews Sources of Information about Job Candidates

  6. Steps in the Selection Process Hiring decision Medical exam/drug test Supervisor/team interview Preliminary selection in HR department Background investigation Employment testing(aptitude, achievement) Initial interview in HR department Note: Steps may vary. An applicant may be rejected after any step in the process. Completion of application

  7. Validity

  8. Criterion-Related • How well selection device relates to important job behavior • Do well on test = do well on job • Do poorly on test = poorly on job

  9. Two types of criterion-related validity • Concurrent validity • Get data from current employees to compare to test results • Predictive validity • Test applicants and get data after time working for company

  10. Content Validity • Test samples important KSAO’s of job • Work samples are best • Construct Validity • How a device measures traits • Examples: anxiety • Difficult – hard to show job-relatedness

  11. Reliability • How well device returns consistent results • over time • between people

  12. What type of validity or reliability is at issue? • A woman who passed a typing test for an administrative assistance position with a very high score is able to type documents fast and accurately enough on the job. • Two supervisors interviewed the same candidate and came up with vastly different ratings.

  13. A person who tested high for innovation is the first person of the year to apply for a patent from your company. • A supervisor wants to ask engineering candidates if they played team sports.

  14. Inferences vs. Facts • Rides a motorcycle • Has 12 children • Has several facial piercings • Delivered papers as a child • Has had four jobs in the past twelve months • Watches television all day Sunday

More Related