SELECTION

SELECTION

1. Best Practices

   • Person-Job Fit
     • A good match between the characteristics of the potential employee
   • Reliability in Selection
     • Reliable over time
       • Expect similar scores
     • Reliable across raters
       • Evaluate in similar manner
   • Validity in Selection
     • Measures what is supposed to measure & how well it does so
   • Unbiased Selection
     • Personal views affects outcomes rather than the actual results (eg: favoritism)
   • Selection Methods (Initial & Final Screening)
     • Application forms
       • eg: resume
     • Behavioral assessment
       • use information from current employees
     • Personality inventories
       • possess certain characteristics (assertiveness, conscientiousness & interpersonal attributes)
     • Achievement tests
       • measure current knowledge or skill level
     • Ability tests
       • measure basic talents or abilities of individual
     • Screening interview
       • Interviews in selection (structured & unstructured)
         • Behavioral interview
     • Reference checks
       • Verify information provided by contacting previous employer
     • Criminal background checks
       • To avoid negligence hiring
     • Applicant screening
       • Medical exams
         • provide JD to the examining physician for review of the job requirements
       • Drug tests
         • employers implemented policies requiring applicants to pass drug test before being hired
   • Adverse Action FCRA
     • Applicant must be notified & given a copy of the consumer report the employer is using & summary of rights

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