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Selecting Employee

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6 views2 pages

Selecting Employee

Uploaded by

battalsurucu42
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as RTF, PDF, TXT or read online on Scribd
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Importance of Careful Employee Selection

 Right employees contribute to organizational performance and help avoid costly


hiring mistakes.
 Legal considerations: Must follow Equal Employment Opportunity (EEO) laws to avoid
discriminatory practices.
Selection Process (8 Steps)
1. Initial Screening: Screening inquiries and conducting initial interviews.
2. Application Form: Collect job-relevant information only (e.g., exclude questions on
age, race).
3. Employment Tests: Can include performance simulations and work sampling.
4. Comprehensive Interview: In-depth interview to assess areas not covered by
application or tests.
5. Background Check: Verification of information (e.g., past employment, criminal
records).
6. Conditional Job Offer: Offer contingent on passing checks (e.g., medical exam).
7. Medical/Physical Exam: Assess if the applicant can perform essential job functions.
8. Permanent Job Offer: Final decision typically made by department manager.
Employment Testing
 Personality Tests: Measure traits like introversion and motivation; the "Big Five"
factors (e.g., extraversion, conscientiousness).
 Interest Inventories: Compare interests to those in various occupations.
 Achievement Tests: Assess knowledge in specific areas (e.g., accounting).
 Work Samples: Candidates perform actual job tasks for evaluation.
Interviews
 Types:
o Structured: Set questions focused on job-related attributes.
o Behavioral: Focus on how candidates handled past situations.
o Situational: Questions on how candidates would handle hypothetical
situations.
 Effectiveness: Structured interviews are generally more reliable; avoid biases from
first impressions and stereotypes.
Background Investigation
 Verifies accuracy of provided information (e.g., education, work history).
 Often includes reference checks and criminal record checks.
Key Elements for Successful Predictors
 Reliability: Consistency in measuring an attribute.
 Validity: The extent to which a tool accurately predicts job performance (e.g.,
content, construct, criterion-related).
 Cut Scores: Minimum scores to predict success in the job, used to filter candidates.
Tips for Candidates Excelling at Interviews
 Prepare by researching the company, arriving early, maintaining eye contact, and
sending a follow-up thank-you note.

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