Employee Selection

‡ 50% of college grads leave their first job within 3-5 years ‡ How to improve selection techniques so that both parties find the right match?

± On-line recruiting . Sort of a shot-gun approach ± Placement services of professional associations ± College recruiting ± Informal connections. job fairs.Recruiting Process ‡ Where to recruit? ± Help-wanted ads. These are very powerful.

± However.Who should recruit? ‡ Males are more successful ± females are more likely to accept job from male recruiter. rampant sexism reported from male recruiters .

Correlate positively with job satisfaction and reduced turnover .Is Recruiting Successful? ‡ No. corporations have moved toward realistic job previews. It is not scientifically conducted. ± Much of recruiting is based upon first impressions ± Both sides paint unrealistic pictures ‡ Thus.

Selection Process ‡ Begin with job analysis ± Job-oriented: describes specific tasks of job ± Worker-oriented: focuses on specific skills. abilities and traits needed to perform job ‡ Techniques ± ± ± ± ± Interviews Questionnaires Direct observation Systematic Activity logs Critical incidents: scenarios that differentiate between good and bad employees .

± What happens when a lower number of people are available? ‡ Reduce requirements for job (e. test scores) ‡ Increase salaries and benefits ..g.Recruitment Decisions ‡ Selection Ratio: relationship between the number of people to be hired and the number of people available to be hired.

Selection Techniques ‡ ‡ ‡ ‡ ‡ ‡ ‡ Resumes Interviews Letters of Recommendation Assessment Centers Psychological Tests Drug Tests Lie Detectors (worthless) .

Resumes: What to include ‡ Non-computer format: ± Professional Strengths: primacy and priming ± Summary of Education:degree. Include highlights section (e.p.. g. graduation date. major. activities). use no more than 7 highlights.g.a. . ± Professional Experience: List in reverse chronological order.. university. Due to shortterm memory limits. Can include relevant volunteer experience.

Hints and Tips for Resumes ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ Make sure that you can be reached Only list your GPA if it is good Avoid use of I. and fonts . my. me Proofread: one mistake and you are garbage Use active words No smaller than 12 pt font Stick to one page Use bullet format if possible Avoid fancy treatments. paper.

. How did you hear about the position? ‡ Middle paragraph: Why do you want this type of work? What are your main qualifications/experience? Refer reader to resume ‡ Closing paragraph: Ask for interview.Cover Letters ± What to Include ‡ Opening paragraph: Identify position for which you are applying. Request an answer to your letter.

Tips for Cover Letters ‡ ‡ ‡ ‡ ‡ Keep to one page Don¶t beg for job Proofread Don¶t rehash resume Don¶t discuss personal circumstances ‡ Don¶t badmouth previous employers ‡ Tailor letter to specific company ‡ Direct cover letter to specific person ‡ Don¶t write letter on stationary of current employer .

scientific interests. ± High predictive validity ± Most useful information: academic achievement. and social activities . popularity.Pen and Paper Techniques ‡ Standard application blanks ‡ Biographical inventories: longer and more detailed.

low predictive validity ‡ Structured: predetermined list of questions. Do you answer like a successful employee? .Interviews ‡ Unstructured: conversational. Less open to interviewer bias ‡ Situational: questions focus on critical incidents.

Biases in Interviews ‡ Prior information ‡ Contrast effect ‡ Prejudice .

Other Techniques ‡ References and letters of recommendation ± Virtually useless. ‡ Self selected ‡ Fear of lawsuits ‡ Assessment Centers: applicants are placed in simulated work conditions. ± In-basket technique ± Leaderless group discussion .

Fair Employment Practices ‡ Equal employment opportunity commission (EEOC). than at least 16 of every blacks who apply must be hired). 1972. Covers race.. and national origin ‡ Adverse impact: when a minority group is treated markedly worse than the majority group ± Operationalized by the 80% rule: if the selection ratio for any group is less than 80% of another group (e. .g. religion. color. if 20 out of 100 whites are hired. sex.

Fair Employment Practices ‡ Discriminatory questions ± questions must be relevant to job (assess bona fide occupational qualifications ± BFOQ) ‡ Arrests versus convictions .

‡ Affirmative Action ± Generally interpreted is preferential selection. ± Reasonable accommodations must be made. If qualifications are equal the minority group member should be hired. ± Self-esteem issues? . it must be job related and consistent with business necessity. ± If individuals with disabilities are screened out.Other Employment Legislation ‡ Americans with Disabilities Act (1990).

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