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1. 2. 3. 4. 5. Objectives and goals Selection Procedures Selection Criteria Test: Types and Methods Interviews: Skills and Guidelines
Chapter Outline
The Selection Process Basic Testing Concepts Ethical, Legal, and Fairness Questions in Testing Types of Tests Work Samples and Simulations Other Selection Techniques
Key words
test validity 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. criterion validity A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).
Key words
content validity A test that is content valid is one in which the test contains a fair sample of the tasks and skills actually needed for the job in question reliability The characteristic that refers to the consistency of scores obtained by the same person when retested with the identical of equivalent tests.
Key words
expectancy chart A graph showing the relationship between test scores and job performance for a large group of people. work samples Actual job tasks used in testing applicants performance. work sampling technique A testing method based on measuring performance on actual basic job tasks.
Key words
management assessment centers
A situation in which management candidates are asked to make decisions in hypothetical situations and are scored on their performance. It usually also involves testing and the use of management games.
Interviewing Candidates
Behavioral Objectives When you finish studying this chapter, you should be able to: Describe several basic types of interviews. Explain the factors and problems that can undermine an interviews usefulness and techniques for eliminating them. List important guidelines for interviewers. Explain how to develop a structured or situational interview. Discuss how to improve your performance as an interviewer.
Basic Features of Interviews What Factors Can Undermine an interviews Usefulness? Designing and Conducting the Effective Interview
Key words
nondirective nterview An unstructured conversational style interview. The interviewer pursues points of interest as they come up in response to questions. directive interview An interview following a set sequence of questions.
Key words
stress interview An interview in which the applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance.
appraisal interview A discussion following a performance appraisal in which supervisor and employee discuss the employees rating and possible remedial actions.
Key words
situational interview A series of job-related questions which focuses on how the candidate would behave in a given situation.
job-related interview A series of job-related questions which focuses on relevant past job-related behaviors.
Key words
structured sequential interview An interview in which the applicant is interviewed sequentially by several persons and each rates the applicant on a standard form. panel interview An interview in which a group of interviewers questions the applicant.
Key words
candidate-order error An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question.
1. Importance of Selection
(1)Objectives and goals. (2)Consequences of selection
Selection Procedures
(1)Initial screening (2)Testing (3)Interview (4)Decision making (5)Evaluating selection results
(2) Testing
A. Determine the types and contents of testing. B. Validate the validity and reliability of the test. C. Set the cut-off line for the testing scores.
(3) Interview
A. B. C. D. E. Determine the content of interview. Structure the interview. Avoid common mistakes. Develop interview guidelines. Train the interviewer.
3. Selection Criteria
(1)Contents of selection criteria (2)Five dimensions of selection criteria (3)Validation of selection criteria
4. Testing
(1)Determine the types and contents of the testing. (2)Validate the validity and reliability of the test. (3)Set the cut-off line.
5. Interview
(1)Determine the content of interview. (2)Structure the interview. (3)Avoid common mistakes. (4)Develop interview guidelines. (5)Train the interviewer.