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For example, 200 applicants for 10 positions yields a selection ratio of 0.05 (10/200 = 0.05, or one position for every 20 applicants)••Figure 7.1diagrams the relationship among recruitment, screening, and selection in terms of different questions that are asked at each of these steps•False positives–individuals who are predicted to perform successfully in a given position (based on pre-selection assessment scores), but who do not perform at satisfactory levels when placed on the job•False negatives–individuals who are predicted to perform unsuccessfully in a given position (based on pre-selection assessment scores), but who would perform at satisfactory levels if hired•Screening Methods•Biodata (biographical data for job applicants that have been gathered from BIBs, application blanks, or other sources)–application forms (blank)–weighted application blanks–biographical data–biographical information blank (BIB)•Résumés•Reference checks
•Background checks•Bio Data•Application blank–a form completed by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information•Application forms consist of a series of questions aimed at securing information on the general suitability of the applicants to the target position. •They are used to provide a preliminary pre-employment screen, allowing the employer to determine whether the applicant is minimally qualified for the position•They collect information in a consistent format.•Employers cannot ask for information that is prohibited on discriminatory grounds under human rights legislation unless it can be established that the information is a bona fide occupational requirement (BFOR). •Weighted application blanks (WAB)–a method for quantitatively combining information from application blank items by assigning weights that reflect each item’s value in predicting job success–benefits: good predictors for many types of work behaviour–concerns: may not adequately represent a job’s complex performance domain–when to use: often used for rapid screening and may be combined with other predictors•Biographical information blank (BIB)–a pre-selection questionnaire that asks applicants to provide job-related information on their personal background and life experiences
••Recruitment and Selection Today 7.1 presents an example of a BIB developed for use with job candidates for a managerial position. –The information obtained from the BIB is scored to produce either a total overall score or scores for specific sets of items or factors.•BIB dimensions–are based on the view that past behaviour is the best predictor of future behaviour–appear relatively stable–explain why certain applicants are more successful than others–Concerns over the use of biodata •There are questions of legality, invasiveness, affability, and generalizability.•BIB items may request personally sensitive information on family