Karteikarten
CH.5 SELECTION
Karten in diesem Stapel (1)
- 1*Selection predicting the behavior of the attracted candidates and making a final decision through a systematic selection process -Reliability: is the degree of which the selection method consistently produces the same result -Validity: is the degree to which a selection process really measures or predicts what is intended to measure or predict *Criterion related to Validity >looks at the relationship between a test score and an outcome -A test is said to have criterion-related validity when the test has demonstrated its effectiveness in predicting criterion or indicators of a construct -Predictor Criterion: is the degree of effectiveness with which performance on a test or procedure predicts performance in a real-life situation -The purpose of the validation: >is to measure how well the predicator used in selection works. >Predictor measure the relationship between performance during the selection process and the performance on the job. >This makes choosing the predictor a very important decision.*Content Validity - (Overall Ability)
-Pre-Employment Tests:
>Been used for more than 50 years >Significant rise in the last decade
>Do company use them? Yes, more and more often.
*Types of Selection tools and tests:
>Cognitive ability test
>Physical ability test
>Aptitude test
>Personality test
>Honesty test
>Polygraph test
>Work sample test
*Application Forms
referring to CV'S
-Main Areas:
>Qualifications and Skills: in compliance
>Experience: What, Where and How Long
>Job History: Career Progression, Salary >Medical History: Medical Issues
>Neatness/Handwriting
>Availability: can He/She meet the needs of the job
>Use of a Points System: points for each area and the candidate with higher score the Selection Process is continuing.
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- Beschreibung
- resits HR (CH.5 SELECTION) Karteikarten am CH.5 SELECTION, erstellt von Jose Velasco Nieto am 20/02/2019.
- Erstellt von
- Jose Velasco Nieto
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