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Selection Part 2

Selection Part 2. OS652 HRM Fisher Oct. 5, 2004. Agenda. Review specific selection tools Presentation #2. Typical Selection Tools. Application blanks Interviews Written tests Cognitive ability Personality Integrity or honesty Work samples/simulations References and background checks.

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Selection Part 2

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  1. Selection Part 2 OS652 HRM Fisher Oct. 5, 2004

  2. Agenda • Review specific selection tools • Presentation #2

  3. Typical Selection Tools • Application blanks • Interviews • Written tests • Cognitive ability • Personality • Integrity or honesty • Work samples/simulations • References and background checks

  4. Conscientiousness Items To what extent do the following statements describe your typical behavior? Am always prepared. Pay attention to details. Get chores done right away. Carry out my plans. Make plans and stick to them. Waste my time. Find it difficult to get down to work. Do just enough work to get by. Don't see things through. Source: http://ipip.ori.org/newNEOKey.htm#Conscientiousness

  5. Using multiple methods • Gathering information in more than one way • Can increase validity of entire process • Multiple hurdles vs. compensatory decision making

  6. Interviews • Unstructured interviews show poor reliability and validity • Structured interviews show better results • Experience based v. situational questions • Ways to structure interviews • Set list of questions, follow up questions • Multiple interviewers, interviewer training • Scoring guidelines • Decision making rules • Downside: often managers don’t like structured interviews (counter to cocktail napkin approach)

  7. Inappropriate Interview Questions • Any questions addressing protected class status • For example: • What religious holidays do you observe? • Do you have any children? • How old are you? • Do you have any disabilities? • If the information is needed (business necessity), find better ways to ask the question • Are you willing to work on major holidays such as Thanksgiving and Christmas?

  8. Current issues • Applicant reactions • Invasiveness of tests • Rejection process (Gilliland, et al, 2000) • Impact of technology on selection • Computer adaptive testing • Testing over the internet • Can conduct pre-screening to help manage number of on-line applications

  9. Need volunteers! • Interview role play for my undergraduate class • You would play the interviewee • Must be willing to share your resume • 8 – 9:00 am on Thursday October 14

  10. For next class • Topic: Training • Read Chapter 9 • Should organizations provide a lot of training or should they hire people with the right skills (grow vs. buy decision)? • For which stages of the training process are line managers responsible?

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