Chapter 6

Review of Applications and Resumes

Complete application is another early step in process. either precedes or follows preliminary screening. Well designed app is helpful bc essential info is included and presented in a standardized format. Not required for many mgmt and professional positions. Resume may suffice. App is obtained later when candidates passed initial process, when company intends to further consider. App is looked at to see id potential match exists with job reqs. Often difficult. Preprinted statemets: signature that certifies that info provided on form is accurate Employment at will: policy that either the employer or employee can terminate employment at any time for any reason. statement whereby applicant gives permission for bckground and references checked Potential discriminatory questions should be avoided. To combat avoidable questions, employers are using online apps. This forces person to complete a required field before finishing app. Corps have increasingly declined to accept printed resume and applicants are directed to companies web sites for employment app and resume submission Resume: goal directed summary of a person's experience, education, and training developed for use in the selection process. Keywords: words or phrases that are used to search databases for resumes that match. Keyword resume: contains adequate description of job seeker's characteristics and industry-specific experiences presented in keyword terms to accommodate the computer search process. Applicant tracking-systems.

Selection tests

Essential components of employee selection Selection tests: rate factors such as aptitude, personality, abilities, and motivation of potential employees. This allows mgrs to choose candidates accord to how they will fit into the open positions and corp culture. Adv and Disadv: Customized tests can be reliable and accurate to predict on the job performance. Also, identify attitudes and job-related skills that interviews cannot recognize. A mor efficient way to get at info that results in better-qualified people being hired. Selection tests may accurately predit an applicant's ability to perform the job. But less successful to detect the extent employee will go... will do. Help minimize conseuqences. Unitentionally discriminatory. Legal liabilities: lawsuit, were applicant claims test was not job related. also, negligent hiring - lawsuits filed by victims of employee misbehavior or incompetence. Test anxiety is also a problem.

Preliminary Screening

How selection process often begins. Basic purpose: eliminate those who obviously do not meet the position's reqs. Reviewing unqualified applicants w brief interview, test, or a review of the application or resume for clear mismatches. If other positions are avail, applicant may be steered to another position. This build goodwill for firm and maximizes recruitment and selection effectiveness. Test may be administered to determine if person should proceed in selection process. Quick assessment before scheduling interviews, company is more likely yo hire people who will add value to org.

Selection

Process of choosing from a group of applicants he individual best suited for a particular position and the org. Goal: properly matching people with jobs and the org Many ways to improve productivity but mostly making the right hiring decision. Irreparable damage=bad selection. competent ppl must be avail to ensure attainment of org goals. people make the real difference.

Characteristics of Properly Designed Selection Tests

Standardization: uniformity of the procedures and conditions related to administering tests Objectivity: When everyone scoring a test obtains the same results. multiple choice and true-false test are objective. Person taking the test either chooses the correct answer or does not. Norms: frame of reference for comparing an applicant's performance with that of others. Reflects the distribution of many scores obtained by people similar to the applicant being tested. Prospective employee takes test, score is obtained and compared to norm...the significance of the test score is then determined. Reliability: Extent to which a selection test provides consistent results. Reveal the degree of confidence placed in a test. Low reliability have implications for validity. Existence of reliability alone does not guarantee tests validity. Reliability is expressed as a correlation coefficient. This shows the strength and direction of the relationship between two variables. Validity: basic requirement for a selection test. It is the extent to which a test measured what it claims to measure. If test cannot indicate ability to perform the job, it has no value. Title VII reqs the test to work without having an adverse impact on minorities, females, individuals with backgrounds or characteristics protected under the law.

Selection Process

Varies from company to company. The more screenings tools used=greater chance of making a good selection decision. Good selection results in either one/two outcomes - job candidates that do not meet std for employment are not offered employment. and two, job candidates who meet std are offered employment and they accept offer. >Recruited Individual >Preliminary Screening >Review of Applications and Resumes >Selections Tests >Employment Interviews >Pre-Employment Screening: Background and Reference Checks >Selection Decision >Offer of Employment