At what grade or wage level should the individual be

This preview shows page 52 - 53 out of 53 pages.

At what grade or wage level should the individual be started? Should the selection be concerned primarily with finding an ideal employee to match the job currently open, or should be a candidate’s potential for advancement in the organization be considered? To what extent should those who are not qualified but are qualifiable (have potential) be considered? Should overqualified individuals be considered? What effect will a decision have on the organization’s meeting its employment equity plans and diversity considerations? APPROACHES USED IN MAKING HIRING DECISIONS Clinical Approach Review all the data on applicants Basis of understanding of job and individuals successful on jobs, make a decision
Image of page 52

Subscribe to view the full document.

Personal biases and stereotypes are frequently covered up by what appear to be rational reasons for accepting or rejecting a candidate Statistical Approach More objective Identifying most valid predictors and weighting them using statistical methods Quantified data is combined according to weighted value, individuals with highest scores selected Statistical approach is SUPERIOR to clinical, although clinically is still most commonly used Compensatory Model is the selection decision in which a high score in one area can make up for a low score in another area Multiple Cut-off Model is the selection decision that requires an applicant to achieve a minimum level of proficiency on all selection dimensions Multiple Hurdle Model is a sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages Each approach requires where the cut-off lies, distribution of scores which a person scores below should be rejected Selection Ratio : number of applicants compared to the number of people to be hired (ratio of 0.1 = 10% applicants will be selected). If ratio is low, only promising applicants will be hired, if ratio is high, there is little selectivity because firm needs to fill vacancies Final Decision After preliminary selection and screening by a firm’s HR department, the applicant who appear most promising are referred to departments with vacancies. These people are then interviewed by managers or supervisors who usually make the final decision.
Image of page 53

{[ 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