MBA People - M3.2 Selection - M 3.2 | Recruitment and...

Info icon This preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
M 3.2 | Recruitment and Employee Selection Selection | Notes ‘GETTING IT RIGHT’ WHEN HIRING EMPLOYEES Selection is about prediction, trying to figure out whether the applicant is going to be the best person for a job they may never have done before. Contradictions about Interviews - The interview is only a sample of the applicant’s range of behaviour, AND when they know they are being watched. - Interviews are meant to be objective, but in reality judgments about people are inevitably subjective - The interview encourages phoney behaviour and answers [ tell/show them what they want to see/hear ] - The real purpose of the questions is often hidden, e.g.: Do you play golf? The Interview – Summary - Interviews are less objective than other common selection techniques, yet considered the most valuable because it has high ‘face validity’. - Interviews alone are not effective - Interviews are reliable and valid predictors only for some components of a job [intelligence, motivation to work, personal relations, abilities and verbal presentation skills] - Other measures are more likely to successfully predict the other components of the job. - More effective if structured, behaviourally – based and common problems are overcome. - The selection interview is grossly over rated and over relied upon when it comes to predicting future job performance - Validity : other factors unrelated to future job performance influence interviews when rating candidates during the interview process - Reliability it has been proven that even when the right questions are asked, ratings can vary between interviews - Best used a combination of assessment techniques to measure more selection criteria Summary - Interviews can’t alone predict if someone is right for the job o They represent only a sample of applicant behaviour o Interviewee is on their best behaviour o Interviewee answers the questions they way they think the interviewer wants to hear ‘GETTING SELECTION RIGHT Validity and Reliability - Validity is whether the selection method we are using is measuring what we mean it to measure o Validity is the problem of ‘meaningfulness’ – predicting what we want to predict - Reliability is Repeatability o If we use the same methods again, will we get the same results? o Does a committee or succession of interviewers reach the same conclusion about any individual applicant? o We only see a very small sample of a person’s behaviour and the person knows what we are doing? Validity - An indicator of the extent of which data from a procedure [e.g. interview test] are related to or predictive of job performance, or some other relevant criterion.’ Nankervis, et al., 2014 p.245] Reliability
Image of page 1

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
M 3.2 | Recruitment and Employee Selection Selection | Notes - The degree to which interviews, test and other selection procedures yield comparable data over a period of time.’ [p.245] - Consistency - Inter-rather reliability - Note : A reliable measure may be consistent without necessarily being valid , e.g. a
Image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern