Transcript Chapter 8 - Pegasus @ UCF

Human Resources
Selection
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
The HR Selection Process –
1. Review applications
2. Interview
3. Pre-employment testing
4. Further interviewing (if needed)
5. Reference checking
6. Selection
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
What are you trying to find out?
FIRST: Is the applicant a candidate?
Then:
• Substantive judgments – enough/right kind
• Info on previous experiences – content
• Stability – gonna hang around?
• Predictions of future success
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
“Red Lights” –
Applications should comply with EEO laws.
• Race
• Religion
• Age
• Sex
• National Origin
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
“Yellow Lights” –
• Education
• Criminal records
• Emergency Information
• Memberships
• Handicap/Disabilities
• Marital Status
• Housing
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
So…what do you look for in application materials?
• Relevant experience and accomplishments
• Stability and/or explanations for breaks
• Intellectual/communication skills
• Attention to detail
• References
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Interviewing –
There are different types of interviews based on:
• Structure
• Content
• Administration
Competence-based Interviews
Behavior-based Interviews
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Interviewing – Competence-based
A competency is something a person needs to
know or know how to do to perform a task or job.
Competencies for a job can be found on what
document?
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Interviewing – Behavior-based
Behavior-based interviews measure how
candidates have utilized different behaviors
identified as necessary for success in a job.
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
EEO/Legal Implications of Interviewing –
• Title VII considerations
• ADA considerations
• Age discrimination considerations
• Notes & Record retention
• Employment contracts
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Designing the interview –
1. Perform Job Analysis
2. Evaluate Job Specs, KSAs, and Duties
3. Develop your questions
• Standard lead-ins
• CB/BB questions
• Candidate-specific follow-ups
4. Develop content of desired responses
5. Appoint panel (if used) and get going!
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing –
Uniform Guidelines on Employee Selection
Adverse Impact: A substantially different rate of
selection in employment decisions which works to
the disadvantage of members of a protected class.
1. Calculate the rates of selection
2. Look for highest rate
3. Calculate impact ratios
4. Apply 4/5ths rule
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing –
Uniform Guidelines on Employee Selection
Validity – test’s ability to measure what it is
supposed to measure:
• Criterion validity
• Content validity
• Construct validity
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing –
Reliability refers to test consistency over time.
• Poor sampling
• Chance responses
• Conditions
• Subject changes
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing – Types of tests
• Aptitude & Interest tests
• Psychomotor tests
• Job Knowledge & Proficiency tests
• Personality tests
• Polygraph tests
• Graphology
• Drug & AIDS tests
• Genetic tests
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing – Types of tests
• Aptitude & Interest tests
• Psychomotor tests
• Job Knowledge & Proficiency tests
• Personality tests
• Polygraph tests
• Graphology
• Drug & AIDS tests
• Genetic tests
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Types:
• Employment Reference Checks
• Personal Reference Checks
• Police/Security Check
• Credit Check
• Worker’s Compensation Check
• Employee Information Services
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Making them useful:
1. Include authorization on application
2. Phone is better than written
3. Ask references for references
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Immigration Law Compliance:
1. Hire only citizens and legal aliens
2. Inform applicants of your policy
3. Require ALL new employees to complete an I-9
4. Examine and verify documents
5. Retain form (and document copies) for 3 yrs.
6. Present forms on request to INS & DOL
MAN 3301:
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Do:
• Verify factualness of ALL info on application
• Ask for personal AND professional references
• Inform the applicant of background checks
Don’t:
• Perform “blanket” checks
• Hide information from the applicant
• Rely on only one source