(Week 6) Ch.7 Human Resource Selection: Multiple-Hurdle Process, Tests, and Interviews

What is the selection process?

The process of choosing among individuals who have been recruited to fill existing or projected job openings.

Why is the quality of human resources important?

It determines organizational performance.

What are the consequences of inappropriate selection decisions?

They are costly and have significant legal implications.

What should selection criteria be based on?

Job description and job specifications.

What must selection criteria assess?

An applicant's ability to meet expectations.

What is the purpose of obtaining authorization for reference checking?

To ensure compliance during the selection process.

What should not be asked during the selection process?

Questions that would violate human rights legislation.

What is the first step before the selection process begins?

Determine who will be involved in the selection process and develop selection criteria.

What is the Multiple-Hurdle Strategy?

An approach to selection involving a series of successive steps or hurdles.

What occurs during the preliminary applicant screening?

Initial screening performed by HR, reviewing application forms and resumes against selection criteria.

What is assessed during selection testing?

Job-related skills, general intelligence, personality characteristics, mental abilities, interests, and preferences.

What does reliability in selection testing refer to?

The degree to which selection procedures yield comparable data over time.

What is criterion-related validity?

The extent to which a selection tool correlates with important elements of work behavior.

What types of tests are used in the selection process?

Cognitive abilities, emotional intelligence tests, personality tests, physical examinations, and substance abuse testing.

What are the objectives of a selection interview?

To assess qualifications, observe behavior, predict future performance, and determine fit.

What common mistakes occur during interviews?

Poor planning, negative emphasis, halo effect, and poor job knowledge by the interviewer.

What is an effective interview design?

Planning the interview, establishing rapport, fairly evaluating candidates, and closing the interview.

What is the purpose of background investigation/reference checking?

To verify the accuracy of information provided by the candidate.

What methods can be used for verification during background checks?

Criminal record checks, verification of educational qualifications, previous employment, and performance-related references.

What is a Realistic Job Preview (RJP)?

Information provided to applicants about the job, including both positive and negative aspects.

What is involved in the hiring decision and candidate notification step?

Compiling and evaluating information from all techniques used, keeping records, and notifying finalists.

What should the job offer specify?

Terms and conditions of employment.