Podcast
Questions and Answers
What is a key factor to consider when deciding whether to hire an individual based on their potential or the firm's needs?
What is a key factor to consider when deciding whether to hire an individual based on their potential or the firm's needs?
Who makes the final decision about hiring in large organizations?
Who makes the final decision about hiring in large organizations?
Why do firms use employment interviews despite their limitations?
Why do firms use employment interviews despite their limitations?
What should be put in writing for both external and internal candidates?
What should be put in writing for both external and internal candidates?
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What is a consideration when deciding at what grade or wage level to hire an individual?
What is a consideration when deciding at what grade or wage level to hire an individual?
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Why should organizations notify candidates who are not chosen for the position?
Why should organizations notify candidates who are not chosen for the position?
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What is a consideration when deciding whether to consider unqualified but trainable individuals?
What is a consideration when deciding whether to consider unqualified but trainable individuals?
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Who contacts internal candidates personally in large organizations?
Who contacts internal candidates personally in large organizations?
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What is a consideration when deciding whether to consider overqualified individuals?
What is a consideration when deciding whether to consider overqualified individuals?
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What is a key consideration in the hiring process?
What is a key consideration in the hiring process?
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Study Notes
Selection Methods
- Measure applicants' KSAOs (Knowledge, Skills, Abilities, and Other characteristics) against required competencies
- Complete and clear job specifications help differentiate between qualified and unqualified applicants and reduce interviewer's biases and prejudices
Steps in the Selection Process
- Organizations gather information in several ways:
- Résumés
- Applications
- Interviews
- Tests
- Medical examinations
- Background and other checks
Obtaining Reliable and Valid Information
- Reliability: The degree to which an interview, test, or other selection procedures result in consistent information about a candidate
- Validity: The degree to which a test or selection procedure measures or predicts a person's ability to do a job
Initial Screening
- Before interviewing applicants, screen out unqualified individuals to save time and money
- Methods:
- Cover letters and résumés
- Internet checks
- Phone and video screening
- Video résumés
- Application forms
Employment Interviews
- Types of interviews:
- Nondirective interview
- Structured interview
- Situational interview
- Behavioral description interview (BDI)
- Sequential interview
- Panel interview
- Methods for administering interviews:
- Video and phone interviews
- Computer-administered (automated) interviews
- Drawback of computer-administered interviews: recruiters can't ask follow-up questions
- The Equal Employment Opportunity Commission (EEOC) discourages direct or indirect questions related to:
- Race
- Color
- Age
- Religion
- Gender
- Sexual orientation
- National origin
- Caregiver status
Post-Interview Screening
- After a candidate has been interviewed, investigate information about the person's previous employment and other information provided
- Reference checks:
- Phone checks
- Former employer
- Prior to checking a candidate's references, the candidate must complete forms permitting information to be solicited from former employers and other reference sources
Background Checks
- Negligent hiring: The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
- Firms must obtain clear and conspicuous written consent from applicants beforehand
- Applicants must be told if the information uncovered is going to be used to deny their employment; they must be given a copy of the report(s), the right to dispute it (them), and time to do so
Preemployment Tests
- Preemployment test: An objective and standardized test used to gauge a person's knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals
- Drawback: They create the potential for legal challenges by applicants claiming the tests they took were discriminatory
- Types of tests:
- Job knowledge tests
- Work sample tests
- Assessment center tests
Decision-Making Strategy
- The strategy used to make personnel decisions for one type of job will differ from those used to make decisions for other types of jobs
- Hiring questions:
- Should individuals be hired according to their potential or the firm's needs?
- At what grade or wage level should the individual be hired?
- Should the selection be based on finding an ideal employee, or should advancement in the organization be considered?
- Should unqualified but trainable individuals be considered?
- Should overqualified individuals be considered?
- What is the effect on the firm's affirmative action plans and diversity goals?
Final Decision
- In large organizations, managers or supervisors make the final decision about hiring, communicate it to HR, who notifies the candidate
- HR confirms job details, work arrangements, hours, wages, and a decision deadline
- For internal candidates, the hiring manager contacts the candidates personally
- It is important to put the offer in writing
- Organizations should notify candidates who are not chosen for the position
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Description
This quiz assesses your understanding of selection methods in human resource management, including measuring applicants' KSAOs and the steps involved in the selection process.
