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MGT 303 selection 2 - Chapter 6-Selection and Placement 2...

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Chapter 6 -Selection and Placement 2 Monday, February 14, 2011 3:22 PM Selection methods i. These are based upon the job descriptions a. Applications/biodata -an individual should manage their digital identity the same way they manage their resume i. Biographical data and applications gather background information on candidates ii. Biodata collects information of past experience a. References i. 2 Kinds of references 1. Character/personal: Do not use for selection 2. Previous employment ii. Use caution when using references as a basis for selection -better to use after you have made the hiring decision but before setting the start date to ensure there are no "red flags" in their past that will disqualify them a. Cognitive ability test 1. Wonderlic is the most commonly used test a. Used by the NFL b. 50 items, 12 minutes 2. Consider for white collar jobs: Wesman Personnel Classification Tests -asks more abstract questions for higher thinking people i. Verbal comprehension -a person's capacity to understand and use written and spoken language ii. Quantitative ability -the speed and accuracy with which on can solve arithmetic problems iii. Reasoning ability -a person's capacity to invent solutions to diverse problems a. Job knowledge tests i. Used when hiring specific levels of people who have already worked in the area ii. Very specific to the job at hand 1. Usually multiple choice 2. High content validity iii. Useful when: 1. Hiring for upper level jobs (which needs a lot of experience), or 2. Hiring specific levels of people who have already worked in the area a. Not for entry level positions a. Psychomotor Ability tests 1. Labor intensive jobs, highly manual intensive, nurses 2. Purdue pegboard is the most common a. Peg in hole and then put washers on that peg b. Using both hands, one at a time c. Measures hand-eye coordination 3.
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