selecting employees
TRANSCRIPT
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Chapter 7Selecting Employees
Ayesha TabassumEastern University
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What is SelectionChoosing individuals who have needed qualifications to fill jobs in an organizationImportance of Selection Good training will not make up for bad selection Hire hard, manage easy
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Purpose of SelectionTo ensurePerson-job fitPerson-organization fitA good person-job fit can- Increase the employee performance (quality and quantity of work) Reduce turnover and absenteeism Reduce other HR problems Reduce training and operating costs
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Selection Process
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Initial ScreeningScreening inquiriesScreening interviews
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Application FormsPurposesRecords the applicants desire to obtain a positionProvides the interviewer with a profile of the applicantBasic employee record for applicants who are hiredUsed for research on the effectiveness of the selection process
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EEO and Application Form ContentsIllegal information:GenderRaceAgeReligion ColorNational originDisability Marital statusInformation on spouse and dependents
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Preemployment Testing
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Employment TestsAbility TestsPersonality TestsAchievement TestsHonesty/Integrity Tests
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Employment TestsAbility Test: Ability tests are standardized ways of assessing how well people typically perform in varying work tasks or react in different situations. Achievement Test: An achievement test is a test of developed skill or job knowledge. It measures what someone has learned in a job.
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Ability TestsCognitive ability testsPhysical ability testsSkill-based/psychomotor testsWork sample tests
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Personality TestsPersonality tests assist employers to evaluate how you are likely to handle relevant work-related activitiesBig-Five Personality Dimensions:ConscientiousnessAgreeablenessExtroversionOpenness to ExperiencesEmotional Stability
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Sample Personality Test Questions
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Employment TestsHonesty/Integrity TestsOvert Integrity Tests: Inquiries about individual honesty and attitudes and behavior regarding theftPersonality Oriented Integrity Tests: Uses psychological concepts such as dependability, respect for authority and othersPolygraphs: Lie detectors
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Employment TestsPersonality testsGraphologyPsychic advisorsRealistic job previews
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Selection InterviewsStructured Interviews Behavioral Interviews Situational InterviewsLess Structured Interviews Non-Directive Interviews Stress InterviewsUnstructured InterviewsMost EffectiveLeast Effective
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Structured InterviewsBehavioral Interviews: Applicants give specific examples of how they have performed a certain task or handled a problem in past
Situational Interview: Composed of questions about how applicants might handle specific job situation
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Less Structured InterviewsNondirective Interviews: Uses questions that are developed from the answers to previous questions
Disadvantages:Difficulties in keeping job related informationDifficulties in obtaining comparable dataDifferent questions are asked to different applicants
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Less Structured InterviewsStress Interview: Designed to create anxiety and put pressure on an applicant to see how the person respondsExtremely aggressive and insulting posture
Disadvantages:High-risk approach for the employerGenerates a poor image of the employerPotential applicant may turn down the job offer
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Interview IssuesInterviewer biasImpression managementProblems in interview: - Snap Judgments - Negative Emphasis - Halo Effect - Biases and Stereotypes - Cultural Noises
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Steps for Effective InterviewReview the job description and specificationPrepare a structured set of questionsReview the application form and resumeOpen the interviewAsk your questions and listen carefullyTake a few notesClose the interviewWrite your evaluation
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Background InvestigationReferencesFormer employersEducational accomplishmentsCredit referencesCriminal recordsDrug screenBackground check by third-party investigatorsOnline searches
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Thank You 2015 A. Tabassum