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Human Resources Management IIA Chpt.15 - Employee Selection R60,00   Add to cart

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Human Resources Management IIA Chpt.15 - Employee Selection

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Chapter 15 encompassing the selection process and methods.

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  • November 25, 2023
  • 2
  • 2023/2024
  • Class notes
  • Althea moodley
  • All classes
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Employee 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

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