Selection
External
Staffing Organizations Model
Organization
Mission
Goals and Objectives
Organization Strategy
HR and Staffing Strategy
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Planning
Recruitment:
Selection:
Job analysis
Employment:
External, internal
Measurement, external, internal
Decision making, final match
Staffing System and Retention Management
Initial assessment methods
• Also referred to as preemployment inquires.
1- Resumes and cover letters.
• The first introduction of the applicant to the organization. The
applicant controls the introduction in regard to the amount,
type, and accuracy of information. Information needs to be
verified by other predictors to ensure accuracy and
completeness.
• Major issues
– Large number received by organizations
– Misrepresentation of information
Initial assessment methods
2- Application Blanks.
• Can be used to verify the data presented on the resume.
• The major advantage of application blanks over resume is that
the organization dictates what the information is presented
more than the applicant.
• Major issue -- Information requested should
– Be critical to job success and
– Reflect KSAOs relevant to job
Sample Application for Employment
8-5
Initial assessment methods
3- Biographical Information:
• Personal history information of applicant’s background and
interests
– “Best predictor of future behavior is past behavior”
– Past behaviors may reflect ability or motivation
4- Reference Checks:
• Approach involves verifying applicant’s background via
contact with
• Prior immediate supervisor(s) or
• HR department of current of previous companies
Initial assessment methods
7- Initial interview:
• Purpose -- Screen out most obvious cases of person / job
mismatches
• interview should focus on an assessment of KSAO’S that are
absolute requirements for the applicant.
Substantive assessment methods
• This kind of methods is the heart of staffing
decisions, because substantive selection is the
highlight of actual hiring decisions.
• Organizations use initial assessment methods
to make rough cuts among applicants,
weeding out the obviously unqualified.
• Substantive are used to make more precise
decisions about applicant among those who
meet the minimum qualifications for the job.
Substantive assessment methods
1- Personality test:
• an instrument, as a questionnaire or series of standardized
tasks, used to measure personality characteristics or to
discover personality sicknesses.
2- Ability test:
• It measures individual’s capacity. There are two types of
ability test:
- Aptitude test: look at a person’s innate capacity to function:
- Achievement test: assess a person’s test capacity to function.
Substantive assessment methods
3- Situational judgment test:
• This test place applicants in hypothetical job related situations
where they are asked to choose of action from several
alternatives.
4- Structured interview:
• Characteristics of structured interview:
1- questions are based on job analysis.
2- same questions are asked for all candidates.
3- the response to each questions is numerically evaluated.
4. Detailed notes are taken.