Podcast
Questions and Answers
What is the main focus of the Selection Process?
What is the main focus of the Selection Process?
What is the purpose of Shortlisting in the recruitment process?
What is the purpose of Shortlisting in the recruitment process?
What is the Sunk-Cost Fallacy?
What is the Sunk-Cost Fallacy?
What does 'Education' refer to in the context of Basic Selection?
What does 'Education' refer to in the context of Basic Selection?
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What is one challenge in assessing skills and abilities objectively?
What is one challenge in assessing skills and abilities objectively?
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Which step comes first in the Selection Process?
Which step comes first in the Selection Process?
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What is the primary focus of the 'fit' criterion in hiring?
What is the primary focus of the 'fit' criterion in hiring?
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Which of the following personality traits is characterized by a tendency to experience negative emotions such as anger and anxiety?
Which of the following personality traits is characterized by a tendency to experience negative emotions such as anger and anxiety?
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What type of background check typically involves verifying an applicant's criminal history?
What type of background check typically involves verifying an applicant's criminal history?
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Which employment test assesses the honesty of an individual under given situations?
Which employment test assesses the honesty of an individual under given situations?
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In the context of selection techniques, what does a Weighted Application Blank rely on?
In the context of selection techniques, what does a Weighted Application Blank rely on?
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What type of test focuses on measuring an individual's abilities related to thinking processes?
What type of test focuses on measuring an individual's abilities related to thinking processes?
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Study Notes
Selection Process
- The selection process is concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process.
- Shortlisting involves identifying the candidates who best meet the required and desired criteria for the open job requisition.
Sunk-Cost Fallacy
- The phenomenon where a person is reluctant to abandon a strategy or course of action because they have invested heavily in it, even when it is clear that abandonment would be more beneficial.
Steps in the Selection Process
- The recruiting process
- Gathering information about the pool of qualified applicants
- Evaluating qualifications of each applicant
- Making decisions about employment offers
Basic Selection Criteria
- Education and Experience:
- Education refers to formal classroom training
- Experience refers to the amount of time spent working in a general capacity or a particular field
- Skills and Abilities:
- Assessment can be mixed in terms of objectivity
- Personal Characteristics:
- Some personal characteristics, such as personality traits, are difficult to assess objectively
- The "big five" personality traits are: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism
- Hiring for Fit:
- Hiring someone based on fit means they are a good fit for the larger organization, rather than the most qualified for a specific job
The Big Five Personality Traits
- Openness to Experience:
- Appreciation for art, new ideas, variety of experiences, imagination, and curiosity
- Conscientiousness:
- Tendency towards self-discipline and striving for achievement against measures or outside expectations
- Extraversion:
- Gain energy from external situations and means, enjoy breadth of activities, and assert their viewpoints
- Agreeableness:
- Value social harmony and getting along with others, optimistic, kind, and generous towards others
- Neuroticism:
- Tendency to experience negative emotions, such as anger, anxiety, or depression
- Low tolerance of stress
Popular Selection Techniques
- Application Form:
- A first step in most selection systems is to ask applicants to complete an employment application or application blank
- Weighted Application Blank:
- Relies on statistical techniques to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively
- Biodata Application Blank:
- Focuses on the same type of information found in a regular application, but also goes into more complex and detailed assessments about background
Background Checking
- A legal investigation or verification into a potential employee's history
- Types of background checks:
- Criminal record
- Credit report
- Drug test
- Employment or education verification report
- Driving history report
- Reference check
- Social media check
Employment Tests
- A device for measuring the characteristics of an individual such as personality, intelligence, and aptitude
- Types of employment tests:
- Cognitive ability tests: assesses abilities involved in thinking
- Psychomotor ability tests: accuracy, speed, and mechanical performance
- Personality tests: self-inventory test, projective technique
- Integrity tests: assesses honesty with given situations
Work Simulations
- Requires an applicant to perform tasks or job-related activities that simulate or represent the actual work for which the person is applying
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Description
Test your knowledge on the selection process, shortlisting, and the sunk-cost fallacy in recruitment. Learn about identifying the best candidates for a job and making effective hiring decisions.
