Employee Selection - Review

1
Employee Selection - Review

• Why do we spend time to validate selection
  procedures?
• If your Base Rate is high (85), what does that
  mean?
• If your Selection Ratio is low (close to 0), what
  does that mean?

2
Employee Selection - Review

• If your Validity Coefficient is .25, what does
  that mean?
• What is the main procedural difference between
  concurrent and predictive validity?

3
Multiple Selection Procedures

• Multiple Hurdles
• selection criteria prioritized
• candidates who dont fit are screened out
• lacking in one criterion cannot be made up in
  another criterion

4
Multiple Selection Procedures

• Compensatory
• selection criteria may or may not be prioritized
• limitations on one criterion can be made up for
  on another
• all candidates remain in pool until the end

5
Multiple Selection Procedures

• Hybrid
• combination
• minimum set of requirements for multiple hurdles
• beyond that, compensatory process is used

6
Framework of Interview

• Introduction and rapport building
• Behavioral questioning
• would/could vs have/did
• no leading questions
• brief, but not yes/no
• Describe job and company
• Answer questions
• Thank you, then decision timeframe

7
Recruiting Methods

• Internal recruiting
• External recruiting

Realistic Job Preview Realistic briefing with
accurate and clear information about attractive
and unattractive job features.
8
Realistic Job Preview

• Rejection may increase
• High job survival
• High satisfaction
• Less intent to quit
• Work experience confirms expectations

9
Alternatives to Recruitment

• Overtime
• Employee leasing
• Temporary employment

10
Evaluation of Recruitment

• Sources of recruits
• Methods of recruiting
• Quality of hire