Selection External

Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management Support Activities Legal compliance Planning Job analysis Core Staffing Activities Recruitment: External, internal Selection: Measurement, external, internal Employment: Decision making, final match Organization Mission Goals and Objectives Staffing Organizations Model

Initial assessment methods Also referred to as preemployment inquires. 1- Resumes and cover letters. The first introduction of the applicant to the organization. The applicant controls the introduction in regard to the amount, type, and accuracy of information. Information needs to be verified by other predictors to ensure accuracy and completeness. Major issues – Large number received by organizations – Misrepresentation of information

Initial assessment methods 2- Application Blanks. Can be used to verify the data presented on the resume. The major advantage of application blanks over resume is that the organization dictates what the information is presented more than the applicant. Major issue -- Information requested should – Be critical to job success and – Reflect KSAOs relevant to job

Sample Application for Employment 8-5

Initial assessment methods 3- Biographical Information: Personal history information of applicant’s background and interests – “Best predictor of future behavior is past behavior” – Past behaviors may reflect ability or motivation 4- Reference Checks: Approach involves verifying applicant’s background via contact with Prior immediate supervisor(s) or HR department of current of previous companies

Initial assessment methods 7- Initial interview: Purpose -- Screen out most obvious cases of person / job mismatches interview should focus on an assessment of KSAO’S that are absolute requirements for the applicant.

Substantive assessment methods This kind of methods is the heart of staffing decisions, because substantive selection is the highlight of actual hiring decisions. Organizations use initial assessment methods to make rough cuts among applicants, weeding out the obviously unqualified. Substantive are used to make more precise decisions about applicant among those who meet the minimum qualifications for the job.

Substantive assessment methods 1- Personality test: an instrument, as a questionnaire or series of standardized tasks, used to measure personality characteristics or to discover personality sicknesses. 2- Ability test: It measures individual’s capacity. There are two types of ability test: - Aptitude test: look at a person’s innate capacity to function: - Achievement test: assess a person’s test capacity to function.

3- Situational judgment test: This test place applicants in hypothetical job related situations where they are asked to choose of action from several alternatives. 4- Structured interview: Characteristics of structured interview: 1- questions are based on job analysis. 2- same questions are asked for all candidates. 3- the response to each questions is numerically evaluated. 4. Detailed notes are taken. Substantive assessment methods