1. © 2013 by Nelson Education1 Selection I: Applicant Screening

2. © 2013 by Nelson Education 2 Chapter Learning Outcomes  After reading this chapter you should:  Differentiate between employee screening and employee selection  Know the advantages and disadvantages associated with several widely used screening tools, including biographical data, application forms, résumés, work experience, and reference checks  Propose an effective multiphase screening program appropriate to the position requirements for any particular job

3. © 2013 by Nelson Education 3  Screening: begins after a job applicant has been received; involves identifying individuals who has the minimum qualifications for the target position(s)  Minimum qualifications (MQ): knowledge, skills, abilities, experiences, and other attributes and competencies deemed necessary for minimally acceptable performance in one or more positions  Selection ratio: the proportion of applicants for one or more positions who are hired Applicant Screening

4. © 2013 by Nelson Education4

5. 5  Application Forms  Weighted Application Blanks  Biographical Data  Résumés/Cover letters  Reference Checks  Background Checks  Screening Interview Screening Methods

6. © 2013 by Nelson Education 6 Decision Making  Selection decisions: need to decide how candidate will proceed through your screening steps; will it be a multiple hurdle method  False positives: individuals who are predicted to perform successfully in a given position (based on pre-selection assessment scores), but who do not perform at satisfactory levels when placed on the job  False negatives: individuals who are predicted to perform unsuccessfully in a given position (based on pre-selection assessment scores), but who would perform at satisfactory levels if hired.

7. © 2013 by Nelson Education 7  What to Look for When Examining a Résumé  Unexplained gaps in work or education chronology  Conflicting details or overlapping dates  Career regression, or a “downward” trend  Use of qualifiers such as “knowledge of,” and “assisted in” to describe work experience  Listing of schools attended without indicating receipt of a degree or diploma  Failure to provide names of previous supervisors or references  Substantial periods in a candidate’s work history listed as “self-employed” or “consultant” Resume Screening