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C202: chapt 6

Selection & Hiring

selection gathers and evaluates the information that will be used to determine who will be hired
person job fit the fit between a person’s abilities and the job’s demands and the fit between a person’s needs and motivations and the job’s attributes and rewards
person group fit the match between the person and his or her workgroup and supervisor
person organization fit the fit between an individual’s values, attitudes, and personality and the organization’s values, norms, and culture.
screening assessment model to reduce the pool of job applicants to job candidates
evaluative assessment methods identify whom to hire
contingent assessment methods (typically a background check, drug screen, medical exam, etc.)
job applications require applicants to provide the same written information about their skills, education, work experience, and other job relevant information
telephone screens to confirm résumé or application information and to assess applicants’ availability, interests, and preliminary qualifications
cognitive ability tests typically use computerized or paper-and-pencil tests to assess general mental abilities, including reasoning, logic, and perceptual abilities
non-cognitive tests sensory & psychomotor tests
integrity tests assess candidates’ attitudes and experiences related to their reliability, trustworthiness, honesty, and moral character
job knowledge test measure the job related knowledge (often technical) required for success
interviews can assess a variety of characteristics, including interpersonal skills, decision-making style, and leadership style
structured interview using consistent, job-related questions. A formal scoring system also helps to compare candidates based on their answers
behavioral interviews based on the idea that past behavior is a good predictor of future behavior, which is generally true
case interview candidate is given a business situation, challenge, or problem and asked to present a well thought out solution.
work sample evaluate the performance of actual or simulated work tasks. A work sample can be as simple as a situational judgment question
simulation a type of work sample that gives candidates an actual job task to perform or simulates critical events that might occur to assess how well a candidate handles them
assessment center puts candidates through a variety of evaluation techniques to evaluate their potential fit with and ability to do the job
multiple hurdles The FBI requires special agent applicants to first pass a cognitive ability test and a situational judgment test before advancing in the hiring process
compensatory approach allows high scores on some assessments to compensate for low scores on others
distributive fairness the perceived fairness of the outcomes received
procedural fairness the perceived fairness of the policies and procedures used to determine the outcome
interactional fairness reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process
implicit employment contract an understanding not part of the written or verbal contract
explicit employment contract written or verbal employment contract
interactional fairness the degree of respect and the quality of interpersonal treatment received during the decision making process
cut score minimum score a candidate must reach in order to pass
Created by: nashanta
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