pertains to the series of steps involves in identifying individuals with the appropriate qualifications to fill a current or future job vacancy.
Selection Process
Selection Process has Six Steps:
- Criterial Development
- Application and Resume review
- interview
- test administration
- selection
- job offer
Selection Process:
- Understand knowledge, skills,
abilities, and other characteristics
(KSAOs); - Determine sources of KSAO
information such as testing and
interviews; - Develop scoring system for each of
the sources of information; and - Create an interview plan
Criterial Development
Selection Process:
Should be based on criteria developed in step one; and
Consider internal versus external candidates.
Application and resume review
Selection Process:
Determine types of interview/s;
* Write interview questions; and
* Be aware of interview bias.
Interview
Selection Process:
- Perform testing as outlined in criteria development; could include reviewing work samples, drug testing or written cognitive and personality tests
Test Administration
Selection Process:
- Determine which selection method will be used; and
- Compare selection method criteria.
Selection
Selection Process:
- Use negotiation techniques; and
- Write the offer letter or employment agreement.
Job Offer
(2) Effective interview questions: are designed to inquire about how a candidate would respond in a hypothetical scenario.
- Situational Questions
- Behavioral Questions
Assess how effectively a test measure what is intended to measure - a candidate’s ability to perform the job
Validity
evaluates whether selection methods consistently yield similar data or results when repeated multiple times.
Reliability
(2) Selection Models
- Clinical Approach
- Statistical Approach
where decision-makers collectively
assess candidates based on their
interviews and available information.
However, this approach can introduce
bias and disparate treatment,
potentially resulting in the exclusion of
candidates based on age, race, or
gender. To mitigate this, the statistical
method is recommended.
Clinical Approach
involves creating a selection model that
assigns scores and weights to
different job criteria. This
approach allows for a more
objective evaluation, where specific
job requirements are given
appropriate importance. Each
criterion is rated and weighted,
resulting in a score for each
candidate.
Statistical Method
The statistical methods has three common models
- Compensatory Model
- Multiple cutoff model
- Multiple Hurdle model
A high score in
one area can
compensate for a
low score in
another area.
compensatory model
A minimum
score must be
met in all
measured areas.
Multiple cutoff model
There are
multiple levels
and a candidate
must earn a
passing score to
qualify for the
next level.
Multiple Hurdle model
