1. HN347: U NIT 5 S EMINAR Recruitment Ad & Interview Questions

2. U NIT 5 K EY T ERMS Ability tests – “test(s), usually of the paper- and-pencil type, used to assess mental mechanical, physical, or clerical ability” (Buford & Lindner, 2002, currently p. 461) Work sample test – assessment of an applicant’s ability to perform tasks that closely approximate work related to a particular job. ADA- the American Disabilities Act; a federal law that prohibits discrimination based on disabilities

3. L EGAL A SPECTS : The goals of hiring competent workers and doing that legally are NOT mutually exclusive. They reinforce each other. Be aware of: disparate treatment – treating protected individuals or groups adversely disparate impact – practices that are not meant to discriminate, but have unequal consequences for other members Affirmative Action Programs needed for: Government contractor A company that has lost a discrimination case or entered into a consent agreement A company that is attempted to implement a voluntary program

4. R ELIABILITY AND V ALIDITY Reliability refers to stability, consistency and dependability of a selection measure Test/retest Alternate form method Internal consistency method Inter-rater method Validity is the degree to which available evidence supports these inferences and judgments Criterion-related validity Content validation Construct validation

5. R ECRUITING Recruiting: the process of generating a sufficiently large group of qualified applicants to select the best qualified individuals for the jobs. Effective recruiting serves 2 purposes: Having a high level of qualification in the applicant pool Being able to recruit the best rather than the marginal Internal Sources Present employees Internal job postings Employee referral service External Sources Advertising Walk-ins Employment agencies Schools Private employment services and search firms

6. S ELECTION S TRATEGIES Noncompensatory Approach – higher levels of education cannot offset lack of experience. Multi gate Multi hurdle Compensatory Approach – allows all applicants to go through the selection process. Multiple linear regression Preemployment Inquires: General information used for classification, identification and record keeping Suitability of applicant for the job

7. G ENERAL S ELECTION P ROCEDURES Application Forms – most widely used process Employment Status Employment Record Education Specialized Training and Skills Military Record References Signature Initial Screening Interviews Background Investigations Medical Evaluations/Examinations

8. J OB S ELECTION P ROCEDURES Supplemental application forms Work sample tests Additional employment tests Interviews Structured interviews Effective interviewing ***Many local government HR departments use the “RULE OF THREE” to determine the number of applicants to certify – which is to select from among the three highest scoring applicants. The entire selection process should be documented and maintained for at least 6 months.

9. U NIT 5 P ROJECT : R ECRUITMENT A D & I NTERVIEW QUESTIONS Write a job ad for the position you described in the Unit 4 project. Use the template provided for this assignment. You are limited to a half-page ad or less (approximately 150 words) because of budget constraints, although your ad will have a link to the job description (which you will include in the appendix of this paper). Create a list of 10–20 questions that you suggest should be used in the job interview. Note that the template has a grid provided for this element of the assignment that includes a column for the questions and another column for why you suggest asking the question and what you hope to learn. Your project should be 3 pages of text, APA title page and a reference page, Double Spaced in 12-point font. Provide appropriate citations and references in APA format

10. C ONTACT I NFORMATION If you have any questions please contact me: beath@kaplan.edu or call 515-480-9034.beath@kaplan.edu