Seminar in Psychology: Recruitment & Selection PDF

Course Description: This course focuses on employee selection and development. By the end of the course, students should be able to conduct assessment of competencies, identify development needs and approaches to training and development of employees. Students will also be oriented on and practic...

Course Description: This course focuses on employee selection and development. By the end of the course, students should be able to conduct assessment of competencies, identify development needs and approaches to training and development of employees. Students will also be oriented on and practice skills in recruiting, targeted interviewing, and profiling of applicants.   The Field of I/O Psychology  The Field of I/O Psychology  The Field of I/O Psychology  The Field of I/O Psychology Human Factors/Ergonomics – workplace design, human machine interaction, ergonomics, and physical fatigue and stress  History of I/O Psychology Late 19th Century 1879: Wilhelm Wundt establishes the first psychology laboratory at the University of Leipzig, marking the beginning of modern psychology. 1890: James McKeen Cattell introduces the concept of "mental tests" and begins to explore individual differences in human abilities, laying the groundwork for psychological assessment in the workplace.  History of I/O Psychology Early 20th Century 1911: Frederick Winslow Taylor publishes "The Principles of Scientific Management," which emphasizes efficiency and productivity in the workplace; importance of studying work processes and human behavior. 1913: Hugo Münsterberg publishes "Psychology and Industrial Efficiency," one of the first books to explicitly apply psychological principles to industrial settings, addressing topics like employee selection and work conditions. 1917: The U.S. military establishes the Army Alpha and Beta tests during World War I, the first large-scale use of psychological testing to assess the abilities of soldiers. This event significantly advances the field of I-O psychology.  History of I/O Psychology 1920s-1930s 1924-1932: The Hawthorne Studies are conducted at the Western Electric Hawthorne Works in Chicago; importance of social factors and employee attitudes on productivity, leading to the Human Relations Movement in I-O psychology. 1933: Elton Mayo, one of the key figures in the Hawthorne Studies, publishes "The Human Problems of an Industrial Civilization," emphasizing the role of human emotions and social dynamics in the workplace.  History of I/O Psychology 1940s-1950s 1945: The Division of Industrial-Organizational Psychology (now known as the Society for Industrial and Organizational Psychology, or SIOP) is established within the American Psychological Association (APA), formally recognizing I-O psychology as a distinct field. 1950s: The field begins to expand beyond selection and efficiency, focusing more on organizational behavior, leadership, motivation, and job satisfaction.  History of I/O Psychology 1960s-1970s 1960: Douglas McGregor publishes "The Human Side of Enterprise," introducing the concepts of Theory X and Theory Y, which describe different management styles and their impact on employee motivation and performance. Theory X managers -- employees lack creativity and only work for a paycheck Theory Y -- employees want to work and make decisions with less supervision Theory Y managers believe employees enjoy work and want to see the organization succeed.  History of I/O Psychology 1960s-1970s 1968: Frederick Herzberg developed the Two-Factor Theory (Motivation- Hygiene Theory), which differentiates between factors that cause job satisfaction and those that prevent dissatisfaction.  History of I/O Psychology 1980s-1990s 1980s: I-O psychology expands to include topics such as work-life balance, stress management, and diversity in the workplace. The use of statistical methods and computer technology in I-O research also increases. 1990s: The field sees a growing interest in global and cross-cultural issues as businesses become more international. The concept of organizational culture becomes a major focus.  History of I/O Psychology 2000s-Present 2000s: Advances in technology lead to the study of virtual teams, telecommuting, and the impact of technology on workplace behavior. I-O psychologists increasingly focus on issues like employee well-being, engagement, and ethical leadership. 2010s-Present: The field continues to evolve with a focus on talent management, employee engagement, and the application of big data and artificial intelligence in the workplace. Diversity, equity, and inclusion become central topics in I-O psychology. Activity: "Job Fair Interview Simulation" Objective: To prepare graduating students for job interviews they might encounter at a job fair. This activity will help students practice their interviewing skills, learn how to present themselves effectively and receive feedback to improve their performance.  " Activity: "Job Fair Interview Simulation" Recruiters Can you tell me a little about yourself?" "Why are you interested in this role/company?" "What are your greatest strengths?" "Tell me about a time you faced a challenge at school or work." "How do you prioritize tasks when you have multiple deadlines?"  " Activity: "Job Fair Interview Simulation" Recruiters provide constructive feedback to job seekers on their interview performance, focusing on: Clarity and relevance of answers Professional demeanor and body language Ability to articulate skills and experiences How well they tailored their responses to the role or company