Concept and Brief Description
The entire chapter is all about how to select the right employee for the right decision. There are many different ways to qualify a person before you hire them but none that work in every situation. The most widely used step in the selection process is the interview. However interviews can be very subjective and the person conducting the interview may have biases that affect the interview. You must also remember that through the entire selection process you need to avoid discrimination. There are many things that you are not allowed to ask and methods you use must not be discriminatory to any particular group.
Most resumes only get looked at for a very short amount of time if at all. Why even spend the time putting one together? Resumes are usually used as a “foot in the door”. Many employer look over a resume for bits or pieces of information as well as a indicator of how good of a communicator you are.
Key Points to Elicit in Discussion
Background checks can be done if an employee chooses to, however they can’t pick and choose whom they want to do one on. They must do them consistently.
Employment test are a great way to qualify potential candidates but the cost can be great to set-up and administer test. What are good ways to cut down the cost of these test?
Is reliability and validity important in the strategy used for the selection process?
Why do employers have potential employees fill out applications?
When is it better to use a Physical Abilities test over a Cognitive Abilities test?