Transcript Chapter 6 - McGraw Hill Higher Education

fundamentals of
Human Resource Management 4th
edition
by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright
CHAPTER 6
Selecting Employees and Placing
Them in Jobs
McGraw-Hill/Irwin
Copyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved.
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Figure 6.1: Steps in the Selection Process
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Criteria for Measuring the Effectiveness of
Selection Tools and Methods
The method provides reliable information.
The method provides valid information.
The information can be generalized to apply to the
candidates.
The method offers high utility.
The selection criteria are legal.
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Legal Standards for Selection
• All selection methods must conform to
existing laws and legal precedents.
• Three acts have formed the basis for a
majority of the suits filed by job applicants:
– Civil Rights Act of 1964 and 1991
– Age Discrimination in Employment Act of 1967
– Americans with Disabilities Act of 1991
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Table 6.1:
Permissible and
Impermissible
Questions for
Applications and
Interviews
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Legal Standards: Immigration Reform and
Control Act (1986)
• Immigration Reform and Control Act (1986): Federal
law requiring employers to verify and maintain
records on applicants’ legal rights to work in the
United States.
• They do this by having applicants fill out the Form I-9
and present documents showing their identity and
eligibility to work.
• The law prohibits the employer from discriminating
against the person on the basis of national origin or
citizenship status.
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Gathering Background Information
Application
Forms
Résumés
Reference
Checks
Background
Checks
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Table 6.2: Sources of Information About
Employment Tests
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Employment Tests and Work Samples
Physical
Ability Tests
Medical
Examinations
Drug Tests
Cognitive
Ability Tests
Employment
Tests &
Work
Samples
Honesty Tests
Job
Performance
Tests
Work Samples
Personality
Inventories
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Table 6.3: Five Major Personality
Dimensions Measured by Personality
Inventories
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Rules for Administering Drug Tests
• Administer the tests systematically to all applicants
for the same job.
• Use drug testing for jobs that involve safety hazards.
• Have a report of the results sent to the applicant,
along with information about how to appeal the
results and be retested if appropriate.
• Respect applicants’ privacy by conducting the tests
in an environment that is not intrusive and keeping
results confidential.
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Interviews
Nondirective
Interview
Behavior
Description
Interview
Interviewing
Techniques
Structured
Interview
Situational
Interview
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How Organizations Select Employees
Multiple-Hurdle Model
• Process of arriving at a
selection decision by
eliminating some
candidates at each
stage of the selection
process.
Compensatory Model
• Process of arriving at a
selection decision in
which a very high score
on one type of
assessment can make
up for a low score on
another.
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Summary
• Selection typically begins with a review of
candidates’ applications and résumés. The
organization administers tests to candidates who
meet basic requirements, and qualified candidates
undergo one or more interviews. Organizations check
references and conduct background checks. A
candidate is selected to fill each vacant position.
Candidates who accept offers are placed in the
positions for which they were selected.
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