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SELECTION. Choosing The Best of the Applicants. Thus far we have. Applied the organization’s strategy cost leadership vs. differentiation Analyzed the jobs necessary Planned for the number of workers required Recruited applicants both internally & externally

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selection

SELECTION

Choosing The Best of

the Applicants

thus far we have
Thus far we have
  • Applied the organization’s strategy
    • cost leadership vs. differentiation
  • Analyzed the jobs necessary
  • Planned for the number of workers required
  • Recruited applicants both internally & externally
  • Now we must SELECT the most qualified candidates
    • All while maintaining legal compliance
goal of selection
Goal of Selection
  • Maximize Person/Job/Organizational Fit.
  • Select the best person for the job.
  • Why?
  • Maximum performance, efficiency, effectiveness, profits
the match
The Match

Personality,

Interests, Needs

Knowledge, Skills,

& Abilities

The Individual

Organization

Job

Requirements

Job Rewards

tools of selection
Tools of Selection
  • Why do we use selection tests?
  • Additional information
    • only information relevant to predicting job success may be legitimately requested
selection method standards
Selection Method Standards
  • Reliability
  • Validity
  • Generalizability
  • Utility
  • Legality
reliability
Reliability
  • Freedom from random error
    • Key = stability or consistency
validity
Validity
  • Defined:
    • the degree to which a predictor or criterion measures what it purports to measure
      • what does a procedure measure
      • how well does it measure it
    • or demonstrates the job-relatedness of a test by showing how well an applicant will perform based on the test predictions
generalizability
Generalizability
  • Defined: the degree to which the validity of a selection method established in one context extends to other contexts such as
    • different situations
        • organizations
        • jobs
    • different samples of people
        • occupations
    • different time periods
utility
Utility
  • Ways to measure value added by selection tool
    • Examples of key concepts:
    • Selection Ratio
      • number hired/number of applicants
    • Base Rate
      • # successful employees/total # employees
    • Cost
legality
Legality
  • All selection methods must conform to existing laws and legal precedents.
    • Key pieces of legislation
      • Civil Rights Act
      • Age Discrimination in Employment Act
      • Americans with Disabilities Act
slide13
Application Blanks

Bio Data

BIB

Interviews

unstructured

structured

situational

behavioral

Recommendations

Reference Checks

Work Samples

Assessment Centers

Ability Tests

Physical

Cognitive

Personality Tests

Handwriting Analysis

Honesty Tests

Drug Tests