![Page 1: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/1.jpg)
SELECTIONSELECTION
![Page 2: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/2.jpg)
SELECTIONSELECTION
• PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT ENVIRONMENTAL CONDITIONS
![Page 3: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/3.jpg)
selectionselection
• Selection is the search for an optimal match between the job and the amount of any particular characteristic that an applicant may possess
![Page 4: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/4.jpg)
Initial taskInitial task
• Developing and implementing an effective selection process for the organization
• to identify which objectives is most important for its circumstances
![Page 5: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/5.jpg)
Environmental InfluencesEnvironmental Influences
• Size
• Complexity
• Technological volatility
• Attitude about internal hiring
• Employment laws and regulations
(Federal and state specific regulations)
![Page 6: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/6.jpg)
Selection CriteriaSelection Criteria
• Understanding what criteria are essential for high performance
• The goal of any selection system is to determine KSAOs dictated by the job
• Capable of distinguishing characteristics that are needed at the time of hiring, systematically acquired during training and routinely developed once placed on the job
![Page 7: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/7.jpg)
Categories of CriteriaCategories of Criteria
• Education
• Experience
• Physical characteristics
• Other personal characteristics
![Page 8: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/8.jpg)
Formal EducationFormal Education
• High school level – basic reading, writing, arithmetic and interpersonal skills
• Particular area of expertise – accounting or management
• Certain institutions, GPAs, certain honoursCARE MUST BE TAKEN NOT TO SET STANDARDS HIGHER THAN ACTUALLY REQUIRED ON THE JOB
![Page 9: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/9.jpg)
ExperienceExperience
• Indicators of future performance
• Rational basis for relevant experience
Example: 5 years of accounting experience
- auditor for another organization
- a tax specialist for the organization
![Page 10: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/10.jpg)
Physical CharacteristicsPhysical Characteristics
• Taller man
• Fight attendants/receptionists
• Visual acuity
Job must involve tasks that require those characteristics
![Page 11: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/11.jpg)
Personal Characteristics and PersonalityPersonal Characteristics and Personality
• Marital status, sex, age• Certain aptitudes spatial relations aptitude
for flying, • Outgoing personality- sales people,
caseworkers and who work with public.• Emotional stability, extroversion, openness
to experience, agreeableness, conscientiousness etc certainly necessary for high performance for that job
![Page 12: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/12.jpg)
Reliability and ValidityReliability and ValidityTechniques for assessing selection criteria• Application blanks• Interviews• Psychological tests of aptitude and
personality• Work sample test for present skills• Physical and medical test• Reference checks
![Page 13: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/13.jpg)
Reliability
Are the results of our selection measures consistent, dependable, and stable?
![Page 14: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/14.jpg)
Methods of estimating reliability:
1. Test-Retest
2. Parallel (Equivalent) Forms
3. Internal Consistency
Reliability: Are the results of our selection measures consistent, dependable, and stable?
![Page 15: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/15.jpg)
Validity: Does the test measure what it is supposed to measure?
![Page 16: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/16.jpg)
Validation strategies:
1. Criterion-Related Validity -- What is the statistical relationship between test scores and criterion scores?
![Page 17: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/17.jpg)
2. Content Validity -- What is the overlap between the content of the job and the content of the selection measure?
![Page 18: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/18.jpg)
3. Construct Validity -- Is our selection device measuring the underlying factor (trait) which we claim to be measuring?
![Page 19: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/19.jpg)
Most Commonly Used Selection Techniques
1. Application Forms
2. References and Background Checks
3. Life-History Information
4. Interviews
5. Ability Tests
6. Job Knowledge Tests, Work Samples, and Job Tryouts
7. Physical and Physiological Requirements
8. Personality, Honesty, and Graphology Tests
![Page 20: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/20.jpg)
Selection Interviews
Warning! Unstructured Interviews Can Be Hazardous To Your (Organization’s) Health!!!
![Page 21: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/21.jpg)
Three Approaches to Structuring Interviews:
1. Behavior Description Interview -- focus on past behavior
2. Situational Interview -- focus on intentions using hypothetical job-related situations
3. Comprehensive Structured Interview -- questions cover situational, job knowledge work sample, and worker requirement issues
![Page 22: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/22.jpg)
![Page 23: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/23.jpg)
Selection Test Validity
Best
• Work Samples
• Structured Interviews
• Cognitive Ability Tests
• Job Knowledge Tests
• Assessment Centers
![Page 24: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/24.jpg)
![Page 25: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/25.jpg)
Selection Test Validity
Moderate
• Biodata/Weighted App. Blank
• Reference Checks
• Unstructured Interviews
• Personality Tests
• Honesty Tests
![Page 26: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/26.jpg)
![Page 27: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/27.jpg)
Selection Test Validity
Poor
• Polygraph Tests
• Handwriting Analysis
![Page 28: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/28.jpg)
![Page 29: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/29.jpg)
Selection Test Usage
Highest Usage
• Unstructured Interviews
• Reference Checks
• Work Samples
• Medical Exams
![Page 30: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/30.jpg)
![Page 31: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/31.jpg)
Selection Test Usage
Moderate Usage
• Structured Interviews
• Cognitive Ability Tests
• Job Knowledge Tests
• Biodata
• Honesty Tests
![Page 32: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/32.jpg)
![Page 33: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/33.jpg)
Selection Test Usage
Lowest Usage
• Personality Tests
• Assessment Centers
![Page 34: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/34.jpg)
![Page 35: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/35.jpg)
Selection of ManagersSelection of Managers
• Assessment centers – 2.5 days• Management simulation or game playing• Verbal and numerical test• Motivation and career goals• Small group discussion• Individual decision making exercise• In-basket exercise• Role playing• Group problem solving• Individual case analysis and presentation• Peer rating
![Page 36: SELECTION. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT](https://reader035.vdocuments.us/reader035/viewer/2022070409/56649ea05503460f94ba348f/html5/thumbnails/36.jpg)
Cost benefit analysis Cost benefit analysis for selection techniquesfor selection techniques
statistical utilitystatistical utility
organizational utilityorganizational utility