1 / 13

Effective Employee Selection Methods

This chapter explores the criteria for evaluating selection methods, including validity and consistency. It also covers legal standards, permissibility of questions, applications and resumes, references and background investigations, types of employment tests, and effective interviewing techniques.

ndejesus
Download Presentation

Effective Employee Selection Methods

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. Chapter 6 Selecting Employees and Placing Them in Jobs

  2. Selection • Process organizations use to decide who will be invited to join MGMT 422 - Chapter 6

  3. Criteria for Evaluating Selection Methods MGMT 422 - Chapter 6

  4. Validity • Content • Consistency between test items and job • Criterion • Predictive validation • Relationship between applicant scores and future performance • Concurrent validation • Compares scores current employees to current job performance MGMT 422 - Chapter 6

  5. Criterion-Related Validity MGMT 422 - Chapter 6

  6. Legal Standards for Selection • CRA 1991 • If disparate impact must be a valid predictor of job performance • Race norming is illegal • EEO laws prohibit gathering information on protected status, even indirectly • ADA requires employers to make “reasonable accommodation” MGMT 422 - Chapter 6

  7. Permissibility of Questions MGMT 422 - Chapter 6

  8. Applications and Resumes • Applications gather: • Contact information • Work experience, background • Applicant’s signature • Resumes are most valid when the content is compared to a job description MGMT 422 - Chapter 6

  9. References & Background Investigations • Providing References • Defamation • Invasion of privacy • Negligent referrals • Obtaining References • Employers must exercise “due diligence” in investigating an applicant’s background • May be held liable for negligent hiring MGMT 422 - Chapter 6

  10. Types of Employment Tests • Aptitude • Achievement • Physical ability • Cognitive ability • Job performance and work samples • Personality inventories • Honesty tests MGMT 422 - Chapter 6

  11. Interviewing • Types • Nondirective interview • Structured interview • Situational • Behavior description • Advantages • Disadvantages MGMT 422 - Chapter 6

  12. Interviewing Effectively • Decide what you’re looking for • Plan the interview • Put the applicant at ease • Work from a list • Listen and follow up • Take notes • Close the interview gracefully MGMT 422 - Chapter 6

  13. Using Tests to Select Employees • Multiple Hurdles • Minimum score for each employment test is required • Candidate must pass all tests • Compensatory approach • Scores on all predictors are added together • Minimum total score required MGMT 422 - Chapter 6

More Related