1 / 13

SELECTION

SELECTION. Choosing The Best of the Applicants. Thus far we have. Applied the organization’s strategy cost leadership vs. differentiation Analyzed the jobs necessary Planned for the number of workers required Recruited applicants both internally & externally

finn-gardner
Download Presentation

SELECTION

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. SELECTION Choosing The Best of the Applicants

  2. Thus far we have • Applied the organization’s strategy • cost leadership vs. differentiation • Analyzed the jobs necessary • Planned for the number of workers required • Recruited applicants both internally & externally • Now we must SELECT the most qualified candidates • All while maintaining legal compliance

  3. Goal of Selection • Maximize Person/Job/Organizational Fit. • Select the best person for the job. • Why? • Maximum performance, efficiency, effectiveness, profits

  4. The Match Personality, Interests, Needs Knowledge, Skills, & Abilities The Individual Organization Job Requirements Job Rewards

  5. Tools of Selection • Why do we use selection tests? • Additional information • only information relevant to predicting job success may be legitimately requested

  6. Selection Method Standards • Reliability • Validity • Generalizability • Utility • Legality

  7. Reliability • Freedom from random error • Key = stability or consistency

  8. Validity • Defined: • the degree to which a predictor or criterion measures what it purports to measure • what does a procedure measure • how well does it measure it • or demonstrates the job-relatedness of a test by showing how well an applicant will perform based on the test predictions

  9. Generalizability • Defined: the degree to which the validity of a selection method established in one context extends to other contexts such as • different situations • organizations • jobs • different samples of people • occupations • different time periods

  10. Utility • Ways to measure value added by selection tool • Examples of key concepts: • Selection Ratio • number hired/number of applicants • Base Rate • # successful employees/total # employees • Cost

  11. Legality • All selection methods must conform to existing laws and legal precedents. • Key pieces of legislation • Civil Rights Act • Age Discrimination in Employment Act • Americans with Disabilities Act

  12. Selection Methods

  13. Application Blanks Bio Data BIB Interviews unstructured structured situational behavioral Recommendations Reference Checks Work Samples Assessment Centers Ability Tests Physical Cognitive Personality Tests Handwriting Analysis Honesty Tests Drug Tests

More Related