Most large companies now use applicant tracking systems that scan or save

Most large companies now use applicant tracking

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Most large companies now use applicant-tracking systems that scan or save résumés into databases, search the databases, and rank the résumés according to the number of resulting “hits” they receive ØKeywords: Job-related words or phrases used to search databases
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ØKeyword résumé: Adequate description of job seeker’s characteristics and industry-specific experience using keyword terms Selection Tests- Cost is small in comparison AND Identify attitudes and job-related skills that interviews cannot recognize ( CONS Can do versus will do, Test anxiety, Legal liabilities) Proper Selection Test - 1. Standardization: Uniformity of procedures and conditions of administering test 2. Objectivity: Everyone scoring a test obtains same results 3. Norms: Frame of reference for comparing applicant's performance with that of others 4. Reliability: Provides consistent results 5. Validity: Measures what it is supposed to measure (basic requirement) 6.Requirement for job relatedness: Must not have adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law Selection Test Validation - A. Criterion-related validity: Comparing scores on selection tests to some aspect of job performance B. Content validity: Includes certain tasks actually required by job C. Construct validity: Measures certain traits or qualities important in performing job Criterion Validity - Concurrent validity is determined when test scores and criterion data are obtained at the same time; for instance, administering the test to all currently employed telemarketers and comparing the results with company records about each employee’s job performance. If the test is able to identify productive and less-productive workers, one could say that it is valid. A potential problem in using this validation procedure results from changes that may have occurred within the work group, such as less- productive workers being fired or more-productive employees being promoted out of the group. Predictive validity : Administering a test and later obtaining the criterion information (CON time and cost) Employment Test- Aptitude tests measure how well a person can learn or acquire skills or abilities. Achievement tests assess a person’s current knowledge and skills. These differences, which are measurable, relate to cognitive abilities, psychomotor abilities, job knowledge, work samples, and personality.Employment tests are also designed to measure individual differences related to job performance. These differences can relate to cognitive and physical abilities, as well as to job knowledge and personality. Cognitive ability tests are forms of IQ tests that measure general reasoning ability, memory, vocabulary, verbal fluency, and math skills. Cognitive ability tests are a form of IQ tests. They may be helpful in identifying job candidates who have extensive knowledge bases Psychomotor abilities tests measure strength, coordination, and dexterity required to perform complex, physical jobs.
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