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Chapter 5 - External Selection

The document outlines the process of external selection in recruitment, focusing on various assessment methods such as initial, substantive, discretionary, and contingent assessments. It discusses the importance of predictors like résumés, application blanks, and background checks, as well as the advantages and disadvantages of personality and cognitive ability tests. Additionally, it emphasizes structured interviews and the logic behind contingent assessment methods.

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15 views14 pages

Chapter 5 - External Selection

The document outlines the process of external selection in recruitment, focusing on various assessment methods such as initial, substantive, discretionary, and contingent assessments. It discusses the importance of predictors like résumés, application blanks, and background checks, as well as the advantages and disadvantages of personality and cognitive ability tests. Additionally, it emphasizes structured interviews and the logic behind contingent assessment methods.

Uploaded by

bui75688
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

RECRUITM

ENT AND
SELECTION
Lecturer
Dang Thanh Thuy, MBA
Chapter 5
EXTERNAL
SELECTION
Lecturer: Dang Thanh Thuy, MBA
Learning outcomes

Contents Distinguish among initial, substantive, and contingent selection

Contents
Review the advantages and disadvantages of personality and cognitive
ability tests

Contents Compare and contrast work sample and situational judgment tests

Contents Understand the advantages of structured interviews and how interviews


can be structured

Contents
Review the logic behind contingent assessment methods and how they are
administrated
Nature of predictors

PREDICTORS

ASSESSMENT METHODS
Development of the Selection Plan
Selection Sequence
Assessment methods

Pre-employment inquiries Separating those who receive job


offers from the list of finalists

Initial assessment Substantive assessment Discretionary Contingent


methods methods assessment methods assessment methods

Predicting which applicants, if Not being always used,


hired, will be the best depending on the nature of
performers the job and legal mandates
INITIAL ASSESSMENT METHODS

Résumés and Cover Biographical


Application Blanks
Letters Information

Reference and
Initial Interview
Background Checks
Résumés

Big problem Résumé Fabrications and Distortions

Trend Video résumé


Application Blanks

verify the data presented on the résumé

obtain data omitted from the résumé

dictate what information is presented.


BIOGRAPHICAL INFORMATION vs REFERENCE AND BACKGROUND CHECKS

Biographical Information Reference and Background Checks

Biodata is used to predict future Background check is often used to turn


performance up any “buried bones” in an applicant’s
background

Biodata information is collected by Reference checks are conducted through


survey checks of records and conversations with
references
Letters of Reference Background
Recommendation Checks Checks

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