Module3_Part 3 - Lecture Notes_FINAL_2015.docx

Module3_Part 3 - Lecture Notes_FINAL_2015.docx - MODULE 3...

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MODULE 3 – PART 3 SELECTION Lecture Notes CHAPTER SUMMARY Selection is the process of choosing among individuals who have been recruited to fill existing or projected job openings, and has considerable strategic importance. Reliable (consistent) and valid (accurate) selection methods are critically important to effective and legally defensible selection of the best candidate. HR professionals need to provide hiring managers with guidance in regard to choosing among the many different types of selection tests and the various ways to conduct selection interviews. Reference checking is an important source of information, which if ignored can lead to negligent or wrongful-hiring lawsuits. However, defeat of civil litigation has led some Canadian companies to adopt a policy of “no references” or only to confirm former position and dates of employment. I. THE STRATEGIC IMPORTANCE OF EMPLOYEE SELECTION Selection is the process of choosing among individuals with the relevant qualifications to fill existing or projected job openings. The purpose of selection is to find the “best” candidate for the job – an individual who possesses the required Knowledge Skills and Abilities (KSAs) and personality, who will perform well, embrace the corporate mission and values, and fit the organizational culture. Hiring the wrong people means strategic objectives cannot be met due to underperformance, and additional cost (time and money) has to be spent in starting over with recruitment and selection for that vacancy. Ineffective selection can also mean increased legal liability in regard to failure to protect human rights, liability for negligent hiring, and wrongful dismissal. Suggested guidelines for avoiding these negative legal consequences (see p. 118) are: 1. Ensuring all selection criteria and strategies are based on the job description and specification. 2. Do not ask questions that, directly or indirectly, violate human rights legislation. 3. Obtaining written authorization for reference checking from prospective employees, and check references carefully. 4. Save all records and information obtained about the applicant during each stage of the selection process. 5. Rejecting applicants who make false statements on their application forms or résumés. 6. Treat all applicants in the same manner regardless of personal factors. 1 | P a g e
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1. Supply Challenges Although it is desirable to have a larger rather than smaller pool of recruits there may be labour shortages for some positions and labour surpluses for others. Selection ratio = # of applicants hired/total # of applicants 2. The Selection Process Most firms use a sequential selection system involving a series of successive steps – multiple hurdle strategy . Candidates only move forward in the process if they meet each hurdle in turn.
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  • Fall '15
  • Cognitive Abilities Test, selection criteria

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