What is the aim of employee selection?
To achieve person-job fit. This menas matching the knowledge, skills, abilities and other competencies that are required for performing the job (BASED ON JOB ANALYSIS )
Why are most people hired and fired?
Hired: based on qualifications
Fired: attitude, motivation and temperament
Why is selecting the right employee important ?
- YOUR OWN PERFORMANCE DEPENDS ON SUBORDINATES:
- employees with right skills will reform better for company
- employees without these skills will wont perform effectively. - IT IS COSTLY TO RECRUIT AND HIRE EMPLOYEES
- hiring people that don’t work out have an average cost on the company of 50,000$ - INEPT HIRING HAS LEGAL CONSEQUENCES
- equal employment laws require non discriminatory selection procedures.
- NEGLIGENT HIRING, is another problem. It means hiring someone with criminal records that then have access to customers’ homes to commit crimes.
How to screen Resumes?
FORMALLY:
- review correct grammar and spelling
- is all material complete?
- Check accuracy
REGARDING CONTENT
- career summary
- relevant skills and qualifications
- employment history
- industry experience
Types of interview questions
RESUME QUESTIONS - Fact-Based/ fact-finding Questions SITUATIONAL QUESTIONS - Hypothetical/ what if? Questions - stress inducing questions (for stress roles only) - problem solving questions - creative thinking questions - BEHAVIOURAL interviewing: asking questions to get information about past experiences to know how applicant will behave in the future.
What should you do when interviewing an applicant? Develop open-ended questions based on…
- requirements selected
- past experiences/performance
What method should you use to create effective behavioural interview questions?
The STAR method:
- SITUATION:they are in
- TASK: they need to accomplish
- ACTION: they took
- RESULT: on those actions
- tell about project
- work in team
- how balance task
- to meet project goals?
What 2 important characteristics has any test or screening tool?
Reliability and validity
What is reliability?
It refers to a test’s consistency. This means that if a test is donde in separate days to the same person, the scores need to be quite similar. Measures the correlation
What is validity?
It tells you wether a test is measuring what you think its supposed to be measuring
What does criterion validity mean
Demonstrating that those who do well on the test will do well on the job
What does content validity mean?
Showing that the test constitutes a fair sample of the job’s content
What is the utility analysis of a test?
If you’re going to make your applicants make a test and it cost you a lot per each of them. Maybe it isn’t the best idea because the costs may exceed the benefits from hiring a few employees
How to reduce bias in selection?
- make sure that the job’s descriptions include clear and comprehensive information.
- use standardised selection tools and procedures. Structured interviews is a good example.
- perform blind auditions (orquestar example)
- hire by committee, because team decisions can be more resistant to biases than individual decisions
Types of test for selecting
- test of cognitive abilities
- test of motor and physical abilities
- measure of personality and interests
- achievement tests (measure what people have learned)
Examples of tests of cognitive abilities
- intelligence tests (IQ), measure general intellectual abilities. Such as memory, vocabulary, verbal fluency and numerical ability.
- the result is a “derived” score (measured with the average adults intelligence score)
Examples of tests of motor and physical abilities
- finger dexterity
- reaction time (hiring pilots)
What do the tests of measuring personality and interests do?
Measure basic aspects of an applicant’s personality (introversion, stability and motivation)
What should you focus when measuring personality?
BIG FIVE PERSONALITY DIMENSIONS:
- extraversion (be sociable)
- emotional stability (anxiety, insecurity)
- agreeableness (tendency to be trusting, compliant…)
- conscientiousness ( 2 related facets: achievement and dependability)
- openness to experience (disposition to be imaginative, unconventional and autonomous…)
What are the requirements of living and working abroad?
- high levels of adaptability and interpersonal skills
To look for assigning positions abroad, we see the GLOBAL COMPETENCIES INVENTORY
This focuses on 3 aspects of adaptability:
- PERCEPTION MANAGEMENT FACTOR: people’s tendency to be rigid in their view of cultural differences and to be judgemental.
- RELATIONSHIP MANAGEMENT FACTOR: person’s awareness of the impact he has on others
- SELF-MANAGEMENT FACTOR: assesses one’s mental and emotional health
What do achievement tests measure ?
They measure what someone has learned.
Like the tests you take in school.
They measure you “job knowledge” in areas like MK, economics, HR…
What are work samples and simulations
With them you present examinees with situations that are representations of the jobs which they’re applying and realistic tasks in hypothetical situations
This simulations occur in Assessment Centers (need managers acting as assessors and often psychologists)
Name some typical simulated tasks
- the in-basket
- leaderless group discussion
- management games
- individual oral presentations
- testing
The interview
