It also applies to other organizations jobs applicants etc Thus is a selection

It also applies to other organizations jobs

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- It also applies to other organizations, jobs, applicants, etc. - Thus, is a selection method that was valid in one context also valid in other contexts?
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Practical Value and Utility - Being valid, reliable, and generalizable adds value to a selection method - Another consideration is the cost of using the selection method - Selection methods should cost significantly less than the benefits of hiring new employees - Methods that provide economic value greater than the cost of using them are said to have utility Legal Standard for Selection : All selection methods must conform to existing laws and legal precedents - In the US three acts have formed the basis for a majority of the suits filed by job applicants: Civil Rights Act of 1964 and 1991 (US) Age Discrimination in Employment Act of 1967 (US) Americans with Disabilities Act of 1991 (US) The Employment Right Act 1996 (UK) Employment Tests - Aptitude Tests: assess how well a person can learn or acquire skills and abilities - Achievement Tests: measure a person’s existing knowledge and skills Non-Directive Interview - The interviewer has great discretion in choosing questions - The candidate's reply to one question may suggest other questions to ask - Typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience - Because these interviews give the interviewer wide latitude, their reliability is not great, and some interviewers ask questions that are not valid or even legal Structured Interview - Establishes a set of questions for the interviewer to ask - Ideally, the questions are related to job requirements and cover relevant knowledge, skills, and experiences. - The interviewer is supposed to avoid asking questions that are not on the list. - Although interviewers may object to being restricted, the results may be more valid and reliable than with a nondirective interview Situational Interview Question : is where the interviewer describes a situation likely to arise on the job and asks the candidate what he or she would do in that situation - may have high validity in predicting job performance Behaviour Description Interview Question : is where the interviewer asks the candidate to describe how he or she handled a type of situation in the past - These tend to be the most valid
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STAR Method - Situation: entry level, creating the context of the experience - Task: responsibility, role what did you actually do? - Action: how did you do it? - Result: what did you achieve? - Reflection: what did you learn about it? would you do it differently? Competencies - Always link your questions to one of the competencies that is required for the job - Def. competency: "an area of personal capability that enables employees to perform work successfully " - I.e. organizational, teamwork, communication, planning, financial, customer service, time management etc.
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Interviewing Effectively - Be prepared - Put applicant at ease - Ask about past behaviours - Listen - let candidate do most of the talking - Take notes - write down notes during and immediately after interview -
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