2337 6-9 - Chapter6:employmentselection Selection:...

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Chapter 6: employment selection Selection:  the process of choosing individuals who have relevant qualifications  to fill exiting or projected job openings.  reliability:  the degree to which interviews, tests, and other selection procedures  yield comparable data over time. Validity:( 有效性) the degree to which a test or selection procedure measures a person’ s attribution. Initial screening:  cover letters and resumes; internet checks and phone  screening ;application forms; online applications video resume: short resume clips that highlight applicants’ qualifications beyond  what they can communicate on their resume.  Application from: provide a quick and systematic means of obtaining a variety of  information about the applicant.Application date, Experience,  education,references.  Employment interviews:  phone interview; computer and virtual interviews;  video and digitally recorded interviews There are several reasons why there are interviews: 1. it is practical if there are only small amount of candidate 2. other purpose-public relation 3. interviewers get faith and confidence in their judgement. Non directive interview:  an interview in which the applicant is allowed the  maximum amount of freedom in determining the course of the discussion,   while the interviewer carefully refrains from influencing the applicant’s remarks. structured interview:  an interview in which  a set of standardized questions  with an established set of answers is used. Situational interview:  an interview in which an  applicant is given a  hypothetical incident and asked how he or she would respond to it. 
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panel interview:  an interview in which a board of interviews questions and  observes a single candidate. sequential interview:  a format in which candidate interview by several people. The computer and virtual interviews; video and digital recorded interviews;  Guideline for employment interviewers: Qualities that are desirable include  humility, the ability to think objectively,  maturity and poise.  Qualities to avoid in interviewers include overtalkativeness, extreme opinions,  and biases.  Interviewer Training: 1. Understand the job:  understand the job and the requirements. Research  studies have shown that  interviewees who understand the parameters of  the job are better at interviewing people and evaluating their responses. 2. Establish an interview plan:  purpose of the interview and determine the  areas and specific questions to be covered.  3. Establish and maintain rapport and listen actively : try to understand not  only what the candidate is saying but also what he or she implying.
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