Selection_R_S_

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					Employee Selection
Learning Objectives
Describe

the overall selection process. Know why careful employee selection is important. Define basic testing concepts. Explain the value of conducting background investigations and reference checks. Know the different types of selection tests. Know how to design a legal and effective selection process.
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Employee Selection

Selection: Why Important?
 Selection:

Whittling down the applicants’ pool  Why Important?
– Performance – Your, company’s – Resources – Legal Implication

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Employee Selection

(1) Initial Screening (SP)


The first step - inquiries about a job are screened
– The screening of inquiries – The provision of screening interviews

  

Inadequate or inappropriate experience Inadequate of inappropriate education Sharing of job details.
– Job description / role / challenges – Salary range
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Employee Selection

(2) Completion of Application Form


Used to generate specific information the company wants Candidates particulars Comprehensive employment profile Signature of the candidate Discrimination – Gender, race, color, religion, national origin, disability and age.
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   

Employee Selection

(5) Background and Reference Checks
 Background

Checks

– Written policy (purpose) – Contents – Record keeping (confidentiality) – Vendor selection

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Employee Selection

(5) Background and Reference Checks


Reference Checks
– To explore previous employment, education and possibly personal recommendations – Internet reference checking – Telephone – Written – Educational – Personal – Evaluating references

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Employee Selection

Background Checklist
   

Name: Vendor: Monitored by:

Date:

Background Checklist Guidelines:
– Have I clearly communicated to the vendor conducting the background check exactly what it is expected to determine? ____ Yes ____ No – Have I submitted information required for the vendor to conduct its background check? ___Yes ___ No – Date information submitted to the vendor: ________ – Date information received from the vendor: ________ – Results of background check (choose those results that are appropriate and follow up, accordingly):
1. 2. 3.

Background check is complete; results are satisfactory. Background check is complete; results are questionable. Background check is complete; results are unsatisfactory.

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Employee Selection

Reference Checklist
 

Name: Conducted by:

Date:



Reference Checklist Instructions:
– Beginning with the most recent work or education experience, list all experiential and educational reference checks to be attempted. – Identify each attempt by date, and assign each a number according to the following:
1.

2.
3. 4. 5.

– Document the results of each attempt and place in the individual’s file. – Determine applicant’s job suitability based on the results of the reference checks, and choose one of the following:
1. 2. 3.

Reference information received and consistent with information the applicant provided. Reference information received and inconsistent with information the applicant provided; further action required. Reference information received that causes concern; further action required. Reference information requested and pending; follow up required. Reference request denied. Reason given is___________________.

Results of applicant’s reference checks confirm job suitability. Results of applicant’s reference checks raise some concerns – additional action is required. Results of applicant’s reference checks refute job suitability.

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Employee Selection

(6) Medical / Physical Examination
 Conditional

job offer  Test according to company policy  Company products (7) Final Job Offer

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Employee Selection

Basic Test Concepts
 Validity

– “The proven relationship of a selection device and the criterion.” – “The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill.”

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Employee Selection

Basic Test Concepts
 Criterion

Validity

– “A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).”
 Content

Validity

– “A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for a job in question.”
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Employee Selection

Basic Test Concepts
 Reliability

– “The consistency of scores obtained by the same person when retested with the identical or equivalent tests.” –

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Employee Selection

Basic Test Concepts
How to Validate a Test? Step 1:- Analyze the Job Step 2:- Choose the Tests Step 3:- Administer the Test Step 4:- Relate your Test Scores and Criteria Step 5:- Cross-Validate and Revalidate

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Employee Selection

Basic Test Concepts
Employment Opportunity Aspects of Testing  Test Takers Individual Rights and Test Security  Issues of Privacy  Using Tests at Work  Computer Interactive Testing
 Equal

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posted:7/30/2009
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