CH5: Selecting employees

Candidate Experience

A job seeker’s perceptions of and response to the employer’s talent acquisition process. It’s critical determinant of the organization’s reputation and employer brand depending on if the applicant shared their positive/ negative experience

What are the Legal Standards?

• Focus on job-relevant info

• Get consent for check

• Follow Transparency

• Pay rules

Criteria for Evaluating Selection Methods

• Reliability (consistent results)  & Validity (it measure what it meant to)

• Ability to generalize ( Valid in other contexts beyond the OG)

• Practical Value

What is “ Skills-based Hiring” 

Focus on evaluating candidates based on their skills, rather than on their education or past work experiences

Benefits for skills-based hiring

Improved quality of their hiring decisions

Greater diversity

Increased number of candidates with needed skills

Higher retention

Explain ‘Applications’ 

An inexpensive way to gather basic data from many applicants while ensures the organization has certain standard categories of information

Usual way that applicants introduce themselves to a potential employer while keeping the Information favorably oriented towards themselves and Highlighting any accomplishments

References

Applicants provide names and contact information of former employers or others. However companies are cautious in being a reference as legal issues in negligent hiring, defamation, or misrepresentation can arise. 

Background checks

Way to verify that applicants are as they represent themselves to be

Types of employment tests (Pretty Penguins Can Hug Jolly Monkeys)

Physical ability

Personal Inventories

Cognitive ability

Honesty, drug & Alcohol test

Job Performance

Medical Examinations

Personality Inventories

Finds applicants who have desired personality traits

Honesty, Drug & Alcohol Tests  

The purpose is to find honest, safe employees. Honesty tests measure integrity; drug and alcohol tests reduce safety risks. Must follow human rights laws since addiction is considered a  disability.

Medical Examinations

Used to check if the applicants can meet physical job demands. Exams must relate to job needs, be done after a conditional offer, and not discriminate against people with disabilities, women, or older worker.

Physical Ability

Evaluates physical or psychomotor abilities however us vulnerable to human complaints.

Cognitive ability 

•Measure mental abilities including verbal, quantitative, and/or reasoning

Job performance

Tests for performing specialized tasks

Interviewing: Advantages & Disadvantages

Advantages: provides evidence of communication and interpretation skills while gaining insight on personality

Disadvantages:

- Rather low in terms of and validity with high cost

-There potential for bias and discrimination

Types of Interview

Non-directive: Lacks formal structures, as it provides different questions for each candidate

Structured: Same set of pre-planned questions which include: Situational & Behavioral

Panel: Several interviewers together.

Digital: Online — live (Zoom) or recorded (AVI).

Effects of AI cheating in asynchronous video interviews (AVIs)?

When candidates use AI-generated answers. It raises interview ratings but lowers honesty scores, making it a new form of deception—faking job knowledge and threatening interview validity.

Aligning community experience

Even though many jobs want related previous experience we should be open to life experiences that are transferable and valuable to the job.

Types of Selections Decisions

Multiple-hurdle model: Eliminates some candidates at each stage

Compensatory model: A very high score on one assessment can make up for a low score on another

More expensive

How do organizations communicate hiring decisions?

 HR tells applicants the results, shares job details, sets a reply date, keeps records, and informs the supervisor when the offer is accepted.

Who Makes the selection decision

Supervisors/ Managers, HR professional, a panel, or a algorithm