Schwind Chapter 6 PPT - - Alpha International AcademyAlpha

Transcript Schwind Chapter 6 PPT - - Alpha International AcademyAlpha

C H A P T E R

S I X .

Selection

Schwind 8th Canadian Edition

What is Selection?????

• A series of specific steps used by an employer to decide which recruits should be hired – Begins when recruits apply for employment and ends with the hiring decision – Involves matching applicants with the needs of the organization

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Strategic Significance of Selection

Selection impacts the organization’s strategy:

• Successful execution of an organization’s strategy depends on the quality and calibre of its employees 2.

• An organization’s selection decisions must reflect job requirements 3.

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• Selection strategy must be well integrated with organizational priorities more

Strategic Significance of Selection

Selection impacts the organization’s strategy:

• Selection strategy must recognize organizational constraints • Selection strategy must adapt to labour market realities • Selection practices must be ethical

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Steps in the Selection Process

Preliminary Reception

• Initial contact with applicants • Walk-ins--may receive preliminary interview • Write-ins often receive letter of acknowledgment • This step has disappeared in many organizations with the increasing use of Internet recruitment

Steps in the Selection Process

Preliminary reception Review & screening

• Review of Application Blanks/Screening Interviews • Care needs to be taken to ensure application form is useful and meets legal requirements • Use of weighted application blank with differential weightings

Steps in the Selection Process

Preliminary reception Review & screening Employment tests

• Reliability (Test) – Requires that the test yields consistent results • Validity – Requires that the test scores significantly relate to job performance or some other relevant criteria – Empirical approaches • Predictive validity • Concurrent validity – Rational approaches • Content validity • Construct validity more

Steps in the Selection Process

Preliminary reception Review & screening Employment tests

• Types of Tests – Personality – Knowledge – Performance – Assessment centres – Computer-interactive – Integrity Tests – Attitude Tests

Steps in the Selection Process

Preliminary reception Review & screening Employment tests Verification of references

• Employment references – discuss applicant’s work history – references may not be candid, especially with negative information – may be only confirmation of employment

Steps in the Selection Process

Preliminary reception Review & screening Employment tests Verification of references Employment interview(s)

• Supervisors are often involved in order to increase commitment and quality of the hiring decision

Steps in the Selection Process

Preliminary reception Review & screening Employment tests Verification of references Employment interview(s) Realistic job previews

• Allows the employee to understand the job setting before the hiring decision • Involves showing the candidate: – the type of work – equipment – working conditions

Medical evaluation

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• Assessment of health and accident information • Is often a health checklist • If the employer wants a medical evaluation it should be conducted after the hiring decision – to avoid charges of discrimination • Increasing use of drug testing

Steps in the Selection Process

Medical evaluation Hiring decision

• Marks the end of the selection process – retain job applications of those hired (update HRIS) • Multiple predictors – subjective approach – multiple cutoff – compensatory

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Employment Interviews

• Formal, in-depth conversation conducted to evaluate the applicant’s acceptability – allows a personal impression – opportunity to sell a job to a candidate – provides opportunity to answer the candidate’s questions – effective public relations tool • Concerns about reliability and validity

Types of Interviews

Unstructured • Interviews using few if any planned questions • Enables the interviewer to pursue, in depth, the applicant’s responses Structured • Rely on a predetermined set of questions • Questions are asked of every applicant

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15 more

Types of Interviews

(cont’d)

Mixed • This interview format is a combination of structured and unstructured interviews Behaviourally oriented • Behavioural description--past behaviour is the best predictor of future behaviour • Situational--attempts to assess likely future behaviour

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16 more

Types of Interviews

(cont’d)

Stress producing • Use a series of harsh, rapid-fire questions to learn how the applicant reacts under stress Computer assisted • Use of computers to electronically profile job candidates and screen new hires • May potentially increase reliability (by making the interviews uniform) • Some controversy exists regarding use of this type of interview

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Types of Interviews

(cont’d)

Video Interviewing • Interviews that use solicited videos of a candidate’s answers to provided questions

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The Interview Process

1. Interviewer preparation 5. Evaluation 2. Creation of rapport 4. Termination

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19 3. Information exchange

Interviewer Errors

• Halo effect – Use of limited information about candidate to bias interviewer’s evaluation • Leading Questions – Communicating the desired answer • Stereotypes – Harbouring prejudice or exhibiting personal bias • Interviewer Domination – Using the interview to oversell, brag etc.

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Interviewee Errors

• May be due to attempting to cover job-related weaknesses or due to nervousness • Typical errors include: – playing games e.g. acting nonchalant – talking too much – boasting – not listening – being unprepared

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Evaluating The Selection

• Quality and productivity of the workforce hired • Costs incurred at a level appropriate to the organization

Schwind 8th Canadian Edition

C H A P T E R

S I X .

Selection

Schwind 8th Canadian Edition

Schwind Chapter 6 PPT - - Alpha International AcademyAlpha

Transcript Schwind Chapter 6 PPT - - Alpha International AcademyAlpha

C H A P T E R

Selection

What is Selection?????

Strategic Significance of Selection

Strategic Significance of Selection

Steps in the Selection Process

Steps in the Selection Process

Steps in the Selection Process

Steps in the Selection Process

Steps in the Selection Process

Steps in the Selection Process

Steps in the Selection Process

Steps in the Selection Process

Employment Interviews

Types of Interviews

Types of Interviews

Types of Interviews

Types of Interviews

The Interview Process

Interviewer Errors

Interviewee Errors

Evaluating The Selection

C H A P T E R

Selection

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