Class notes
Human Resources Management IIA Chpt.15 - Employee Selection
- Course
- Institution
- Book
Chapter 15 encompassing the selection process and methods.
[Show more]
Connected book
Book Title:
Author(s):
- Edition:
- ISBN:
- Edition:
More summaries for
-
Human Resources Management IIA Chpt.6 - International Perspectives
-
Human Resources Management IIA Chpt.1 - Managing People
-
Human Resources Management IIA Chpt.2 - The Concept of Human Resources Management
Seller
Follow
ProfBurgerQueen
Content preview
Human Resources Management IIA by ProfessorBurgerQueenEmployee Selection
- Selection is a decision-making activity involving the psychological calculation of
suitability
- Pre-selection stage
- Emphasis on short-listing
- Open to abuse
- Discriminatory
- Formal selection
- False positive - the recruitment process and/or pre-employment skills testing
identified someone as being qualified for a particular role when in fact they
aren’t
- False negative - an outcome where the model incorrectly predicts the
negative class
- Best-fit - when the selection process isn't systematic enough to assess each
candidate equally, you can miss out on hiring the best-fitting candidate
1) Psychometric tests
- an objective way to measure the potential ability of candidates to
perform well in a job role. Psychometric tests measure a range of skills from
cognitive abilities, knowledge to assessing your personality
- Benefits
- Shows inherent ability rather than focusing only on learned knowledge
- Personality and situational judgement tests assess personal motivators,
behavioural, and working preferences, thus ensuring the right culture fit
- Ensures that only those with desired skills progress, thus making the hiring
process more efficient
- Drawbacks
- Process is expensive in cost and time because it needs to be administered by
professionals
- Results may be skewed by the pressure of the test and nervousness of the
applicant
- Ineffective if poorly planned
2) Interviews
- a conversation which occurs between a potential employer and a job
applicant. During the job interview, the employer has the opportunity to
appraise applicant's qualifications, appearance and general fitness for the job
opening
- Informal vs formal interviews
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller ProfBurgerQueen. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $3.42. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
62890 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 14 years now