Transcript chapter5

Chapter
5
SELECTING
APPLICANTS
(第5章甄选求职者)
1
MAIN CONTENTS
LINKING SELECTION PRACTICES TO
COMPETITIVE ADVANTAGE
 HRM ISSUES & PRACTICES
 ROLE OF HRM & LINE MANAGER

2
5-1GAINING COMPETITIVE ADVANTAGE
 Definition
 Gaining
Competitive Advantage
3
Definition（p5)

Selection involves assessing and
choosing job candidates.
To be effective ,selection processes must be
technically sound and legal.
4
Gaining Competitive Advantage
（p86-87)
Improving Productivity
Identify and hire the
Most suitable candidates
Become very
productive employees
Reducing Training Cost
Accurate selection can
minimize or eliminate the
need for some training
5
5-2 HRM ISSUES & PRACTICES
 Technical
Standards for Selection
Practices
 Selection Method
6
Technical Standards for Selection
Practices（p88)
Reliability（信度） is defined as “the degree of
self-consistency among the scores earned by an
individual. Reliable evaluations are consistent
across both people and time
 Reliability is maximized

 when two people evaluating the same candidate provide
the same ratings
 When the ratings of a candidate taken at two different
times are the same.
7
Technical Standards for Selection
Practices（p87)
（效度）refers to the
appropriateness，usefulness and
meaningfulness of inferences （by selection
methods）.
 Validity
Validity （效度）is the extent to which
performance on the measure is associated with
performance on the job.
Putting a selection tool to the use for which it
was
8
 Selection
process(甄选方法)
Application Form
Screening for
Dysfunctional Behaviors
Biodata Inventories
Employment Tests
Reference checks
Background Investigations
Assessment
Centers
Interviews
9
Application Blanks（p92-93)


Nearly all companies ask outside candidates to complete
application blanks as the first step in the selection process.
The typical application blank ask candidates for
background information such as name ,address,
education ,date available for work position desired and the
name of references, etc.
It serves 3 purposes:
 To determine whether candidates meet the minimum qualification
 To help employers judge the presence （or absence) of certain job-
related attributes
 To “red flag” any potential problem areas concerning the
applicant
10
Application Blanks
11
Biodata Inventories(94-95)



Are similar to application blanks in that they ask applicants to
provide background information about themselves.
Differences
 Application blank responses are evaluated subjectively
 Biodata inventories are evaluated objectively
Types
 Weighted Application blank: containing the same questions as an
application blank
 Biographical Information Blanks: consisting of a set of questions
designed to cover a broad array of background information ，such as
school suspension, drug use, quitting school, employment
experiences,legal system contacts.
12
Background Investigations (p95
96)
Companies hire investigative agencies to conduct
background investigations. Such agencies gather
information through applicant interviews and
written or verbal communication with employers,
neighbors and references.
 It serves 2 purposes:

 To screen applicants for positions of trust in such
occupations as law enforcement, private security ,and
nuclear power
 To screen candidates for “special duty of care”
positions in order to satisfy requirements imposed by
negligent hiring law.
13
Reference Checks (p96)

Most employers check applicant references in the
final stages of hiring.

It serves 2 purposes:
 To verify information provided by applicants to ensure
that they have not fabricated their qualifications and
past work histories.
 To provide additional information about applicants,
which may be predictive of job performance.
14
Employment Interview（p96)

A selection interview has been defined as a
“dialogue” between applicants and interviewers
to get information and evaluate their qualifications
for employment.
15
Employment Interview（p97)

During an interview ,Interviewers may seek 4
types of valuable information
Technical knowledge: This type of information
helps interviewers to determine whether the
applicant’s technical knowledge would fit the job.
Self-Evaluative Information :This type of information
examines the applicant’s likes and dislikes,
strengths and weaknesses, goals, attitude, and
philosophies. (Such information may help
interviewers to determine whether the applicant fit
in the context of the job)

16
Employment Interview（p97)
Situational Information :They examine how an
applicant would react in certain hypothetical jobrelated situations. Such information can help
determining whether an applicant can make
effective decisions in various job-related
circumstances.
Behavior Description Information: It examines
how applicants behaved in the past situation
that are similar to those that would be faced on
the new job.
17
Employment Tests (p99)

Mental Ability Tests :Employment test
designed to assess an applicant ‘s
intelligence or aptitude.
 Aptitude is a very general mental capability that
involves the ability to reason, plan, solve problems, think
abstractly ,comprehend complex ideas, learn quickly,
and learn from experience.
 Company use them mainly for determining whether
entry-level applicants have the ability to learn job18
related skills successfully.
Employment Tests(p99)

Personality Tests :Employment test
designed to assess a variety of personality
characteristics that are important for
applicant when hired for certain job.
 An individuals personality characteristics can have an
important bearing on job success.
 Many company use them to supplement the interviews
because they may provide a more objective way to
gauge personality.
19
An old or a young lady？
20
A cat or a rat?
21
The birds or a flower vase？
22
A saxhorn or a beautiful lady？
23
Employment Tests(p100-101)
 Work
Sample Tests :Work Sample Tests
require applicants to perform some of the
actual (or simulated) duties of the vacant
position. They may be used to assess
 Manual skills ,clerical skills and managerial skills
 They can provide direct measures of job performance
24
Assessment Centers (p101)

A selection technique that
consists of work samples
tests(simulations) , and other
assessment techniques .It is
primarily used to select
managers.
It is a multiple ,comprehensive
selection method
 It is primarily used to select
managers.
 It may last from 2 to 5 days

25
Screening for Dysfunctional
Behavior (p102)
 Drug
tests（Drug Abuse) :Assessing
individuals to detect possible drug use.
 Urinalysis Testing is the most frequently used
procedure.
 Such individuals are referred to as positive
 Drug-use tests tend not to be reliable and valid.
26
Screening for Dysfunctional
Behavior(p102)
Assessing Applicant Honesty


polygraph tests (lie detector tests):
Physiological tests designed to
ascertain truthfulness of the
information given by the examinee.
Paper-and-pencil honesty testing
attempts to assess the likelihood that
employees will steal.
 Since these tests are new, there is little
evidence on their effectiveness.
27







心理学家霍兰得提出了性格——工作搭配理论。
他将人们的职业倾向（取向）分为六种类型
实际型：火车司机；制图；农民；机械装配工
传统型：会计
研究型：科学家；天文学家；数学家；程序设计者
艺术型：艺术家；雕刻家；作家；演员
社交型：导演；心理医生；社会学家
企业型：校长；厂长；市长；政治家
5-3Line Manager’s Role (p104)
Making Job Offers
 The Manager’s Role in Validation


The Manager’s Role in Complaint Investigation
29
5-3HRM Department‘s Role(p105)
 Providing
Technical Support
 Assisting the Manager
30
课堂讨论
 一份好的简历应包括哪些内容?
 学生去面试时应注意哪些问题?
31
面试提纲








请自我介绍
你有哪些优点和缺点？
你为什么来应聘这个职位?
你为什么想加盟我们公司？
你认为你适合这个岗位吗？
你知道作为销售助理应完成哪
些工作？
你第一次上门推销，结果顾客
推脱说很忙，你该这么办？
你对待遇有何要求？（心目中
的待遇是多少？）
32