- 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?
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
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.
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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- Fall '17
- Olga Larina
- Human Resource Management