powerpoint presentation by charlie cook the university of west alabama 6 © 2010 south-western, a...

PowerPoint Presentation by Charlie CookThe University of West Alabama

PowerPoint Presentation by Charlie CookThe University of West Alabama

6

© 2010 South-Western, a part of Cengage LearningAll rights reserved.© 2010 South-Western, a part of Cengage LearningAll rights reserved.

© 2010 South-Western, a part of Cengage Learning. All rights reserved. 6–2

Matching People and JobsMatching People and Jobs

•SelectionSelection The process of choosing individuals who have The process of choosing individuals who have

relevant qualifications to fill existing or relevant qualifications to fill existing or projected job openings.projected job openings.


FIGURE

6.2Steps in the Selection Process

Note: Steps may vary. An applicant may be rejected after any step in the process.


Sources of Information about Job CandidatesSources of Information about Job Candidates

• Application FormsApplication Forms

• Online ApplicationsOnline Applications

• Biographical Biographical Information Blanks Information Blanks (BIB)(BIB)

• Background Background InvestigationsInvestigations

• Polygraph TestsPolygraph Tests

• Integrity and Honesty Integrity and Honesty TestsTests

• GraphologyGraphology

• Medical ExaminationsMedical Examinations

• Employment TestsEmployment Tests

• InterviewsInterviews


Application FormsApplication Forms

•Application dateApplication date

•Educational backgroundEducational background

•ExperienceExperience

•Arrests and criminal convictionsArrests and criminal convictions

•National originNational origin

•ReferencesReferences

•DisabilitiesDisabilities


Online ApplicationsOnline Applications

•An Internet-based automated posting, An Internet-based automated posting, application, and tracking process helps application, and tracking process helps firms to more quickly fill positions by:firms to more quickly fill positions by: Attracting a broader and more diverse Attracting a broader and more diverse

applicant poolapplicant pool

Collecting and mining (removal) resumes with Collecting and mining (removal) resumes with keyword searches to identify qualified keyword searches to identify qualified candidatescandidates

Conducting screening tests onlineConducting screening tests online

Reducing recruiting costs significantlyReducing recruiting costs significantly


Biographical Information Blanks Biographical Information Blanks

---- It covers issues as family life , hobbies, club membership, investment etc It covers issues as family life , hobbies, club membership, investment etc

---It reveals information about a person’s history that has shaped his behaviour ---It reveals information about a person’s history that has shaped his behaviour

•Sample Questions:Sample Questions: At what age did you leave home?At what age did you leave home?

How large was the town/city in which you lived as a How large was the town/city in which you lived as a child?child?

Did you ever build a model airplane that flew?Did you ever build a model airplane that flew?

Were sports a big part of your childhood?Were sports a big part of your childhood?

Do you play any musical instruments?Do you play any musical instruments?


Background ChecksBackground Checks•Negligent hiringNegligent hiring

The failure of an organization to discover, via The failure of an organization to discover, via due diligence (carefulness), that an employee due diligence (carefulness), that an employee it hired had the propensity (inclination) to do it hired had the propensity (inclination) to do harm to othersharm to others

•Sources of InformationSources of Information Social Security verificationSocial Security verification Past employmentPast employment Educational verificationEducational verification Criminal recordsCriminal records Motor vehicle recordsMotor vehicle records Credit checkCredit check Military recordsMilitary records


FIGURE

6.4Most Common Types of Background Checks


Background Checks (cont’d)Background Checks (cont’d)

•Checking ReferencesChecking References

Telephone, mail, and e-mail checksTelephone, mail, and e-mail checks Specific job-related informationSpecific job-related information

Letters of referenceLetters of reference


1Sample Reference-Checking Questions

Just the Facts

What were the candidate’s dates of employment?

What was the candidate’s title?

What were the candidate’s general responsibilities?

What is your relationship to the candidate (peer, subordinate, superior)?

How long have you known the candidate?

On the Job

How would you describe the overall quality of the candidate’s work? Can you give me some examples?

(For superiors) What areas of performance did you have to work on?

What would you say are the candidate’s strengths?

What would you say are the candidate’s weaknesses?

How would you compare the candidate’s work to the work of others who performed the same job?

What kind of environment did the candidate work in?

How much of a contribution do you think the candidate made to your company or department?

How would you describe the candidate’s ability to communicate?


1Sample Reference-Checking Questions (cont’d)

On the Job (cont’d)

How does the candidate handle pressure/deadlines?

How well does the candidate get along with coworkers?

How well does the candidate get along with managers?

How well does the candidate supervise others? Can you give me your impressions of his or her management style? Describe the candidate’s success in motivating subordinates.

How does the candidate handle conflict situations?

Based on the candidate’s performance with your company, do you think he or she would be good in the type of position we’re considering him or her for?

What motivates the candidate? How ambitious is he or she?

The Bottom Line

Why did the candidate leave your company?

Would you rehire this person?

Would you recommend this candidate for this type of position?

What type of work is the candidate ideally suited for?

Were there any serious problems with the candidate that we need to be aware of before making a hiring decision?

Do you have any additional information to share with us about this candidate


Employee Polygraph Protection Act (1988)Employee Polygraph Protection Act (1988)

• Use of “lie Use of “lie detectors” is largely detectors” is largely prohibited for prohibited for prehiring .prehiring .

• Encouraged Encouraged employers’ use of employers’ use of paper and pencil paper and pencil integrity and integrity and honesty tests.honesty tests.


Background Investigations (cont’d)Background Investigations (cont’d)

•GraphologyGraphology The use of a sample of an applicant’s The use of a sample of an applicant’s

handwriting to make an employment decision.handwriting to make an employment decision.

It draws inferences about such things as the It draws inferences about such things as the writer’s personality traits , intelligence , energy writer’s personality traits , intelligence , energy level, organisational abilities , creativity, level, organisational abilities , creativity, integrity, emotional maturity , self –image , integrity, emotional maturity , self –image , people skills and entrepreneurial tendenciespeople skills and entrepreneurial tendencies


Drug TestingDrug Testing•Drug-Free Workplace Act of 1988Drug-Free Workplace Act of 1988

Testing for illegal drugs is required applicants Testing for illegal drugs is required applicants and employees of federal contractors.and employees of federal contractors.

•Medical ExaminationsMedical Examinations Given last as they can be costly.Given last as they can be costly. Ensure that the health of an applicant is adequate Ensure that the health of an applicant is adequate

to meet the job requirements.to meet the job requirements. Provides a baseline for subsequent examinationsProvides a baseline for subsequent examinations All exams be job-related and conducted after an All exams be job-related and conducted after an

employment offer is made.employment offer is made.


Employment TestsEmployment Tests

•Employment TestEmployment Test An objective and standardized measure of a An objective and standardized measure of a

sample of behavior that is used to gauge a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other person’s knowledge, skills, abilities, and other characteristics (KSAOs) in relation to other characteristics (KSAOs) in relation to other individuals.individuals.


Classification of Employment TestsClassification of Employment Tests

•Cognitive Ability TestsCognitive Ability Tests Aptitude testsAptitude tests

Measures of a person’s capacity to learn or acquire skills.Measures of a person’s capacity to learn or acquire skills.

Achievement testsAchievement tests Measures of what a person knows or can do right now.Measures of what a person knows or can do right now.

•Personality and Interest InventoriesPersonality and Interest Inventories ““Big Five” personality factors:Big Five” personality factors:

Extroversion, agreeableness, conscientiousness, Extroversion, agreeableness, conscientiousness, neuroticism, openness to experience.neuroticism, openness to experience.


FIGURE

6.6Is That Your Final Answer?

Answers: 1. a, 2. c, 3. d, 4. d, 5. c, 6. c, 7. b


CPI Personality Facets and Sample ItemsCPI Personality Facets and Sample Items• AgreeablenessAgreeableness

• Trust—I believe people are usually honest with me.Trust—I believe people are usually honest with me.

• Conscientiousness ( carefulnessConscientiousness ( carefulness))

• Attention to detail—I like to complete every detail of tasks Attention to detail—I like to complete every detail of tasks according to the work plans.according to the work plans.

• Extroversion ( sociability)Extroversion ( sociability)

• Adaptability—For me, change is exciting.Adaptability—For me, change is exciting.

• Neuroticism ( anxiety)Neuroticism ( anxiety)

• Self-confidence—I am confident about my skills and Self-confidence—I am confident about my skills and abilities.abilities.

• Openness to ExperienceOpenness to Experience

• Independence—I tend to work on projects alone, even if Independence—I tend to work on projects alone, even if others volunteer to help me.others volunteer to help me.


Classification of Employment Tests (cont’d)Classification of Employment Tests (cont’d)

•Physical Ability TestsPhysical Ability Tests Must be related to the essential functions of Must be related to the essential functions of

job with reference to strength and endurance .job with reference to strength and endurance .

•Job Knowledge TestsJob Knowledge Tests An achievement test that measures a person’s An achievement test that measures a person’s

level of understanding about a particular job.level of understanding about a particular job.

•Work Sample Tests Work Sample Tests Require the applicant to perform tasks that are Require the applicant to perform tasks that are

actually a part of the work required on the job.actually a part of the work required on the job.


The Employment InterviewThe Employment Interview

•Why the interview is so popular:Why the interview is so popular: It is especially practical when there are only a It is especially practical when there are only a

small number of applicants.small number of applicants.

It serves other purposes, such as public It serves other purposes, such as public relationsrelations

Interviewers maintain great faith and Interviewers maintain great faith and confidence in their judgments.confidence in their judgments.


Interviewing MethodsInterviewing Methods

•Nondirective InterviewNondirective Interview The applicant determines the course of the The applicant determines the course of the

discussion, while the interviewer refrains from discussion, while the interviewer refrains from influencing the applicant’s remarks.influencing the applicant’s remarks.

•Structured InterviewStructured Interview An interview in which a set of standardized An interview in which a set of standardized

questions having an established set of answers questions having an established set of answers is used.is used.


Interviewing Methods (cont’d)Interviewing Methods (cont’d)

•Situational InterviewSituational Interview An interview in which an applicant is given a An interview in which an applicant is given a

hypothetical incident and asked how he or she hypothetical incident and asked how he or she would respond to it.would respond to it.

•Behavioral Description Interview (BDI)Behavioral Description Interview (BDI) An interview in which an applicant is asked An interview in which an applicant is asked

questions about what he or she actually did in questions about what he or she actually did in a given situation.a given situation.

•Panel InterviewPanel Interview An interview in which a board of interviewers An interview in which a board of interviewers

questions and observes a single candidate.questions and observes a single candidate.


3Sample Situational Interview Question

QUESTION:

It is the night before your scheduled vacation. You are all packed and ready to go. Just before you get into bed, you receive a phone call from the plant. A problem has arisen that only you can handle. You are asked to come in to take care of things. What would you do in this situation?

RECORD ANSWER:

SCORING GUIDE:

Good: “I would go in to work and make certain that everything is OK. Then I would go on vacation.”

Good: “There are no problems that only I can handle. I would make certain that someone qualified was there to handle things.”

Fair: “I would try to find someone else to deal with the problem.”

Fair: “I would go on vacation.”


Interviewing Methods (cont’d)Interviewing Methods (cont’d)

•Computer InterviewComputer Interview Using a computer program that requires Using a computer program that requires

candidates to answer a series of questions candidates to answer a series of questions tailored to the job.tailored to the job.

Answers are compared either with an ideal Answers are compared either with an ideal profile or with profiles developed on the basis profile or with profiles developed on the basis of other candidates’ responses.of other candidates’ responses.

•Video and Digitally-Recorded InterviewsVideo and Digitally-Recorded Interviews Using video conference technologies to record Using video conference technologies to record

and evaluate job candidates’ technical and evaluate job candidates’ technical abilities, energy level, appearance, and the like abilities, energy level, appearance, and the like before incurring the costs of a face-to-face before incurring the costs of a face-to-face meeting.meeting.


Ground Rules for Employment Interviews Ground Rules for Employment Interviews (Interviewer Training)(Interviewer Training)• Establish an interview planEstablish an interview plan

• Establish and maintain rapportEstablish and maintain rapport

• Be an active listenerBe an active listener

• Pay attention to nonverbal cuesPay attention to nonverbal cues

• Provide information freelyProvide information freely

• Use questions effectivelyUse questions effectively

• Separate facts from inferencesSeparate facts from inferences

• Recognize biases and stereotypesRecognize biases and stereotypes

• Control the course of the interviewControl the course of the interview

• Standardize the questions askedStandardize the questions asked


Diversity Management: Diversity Management: Are Your Questions Legal?Are Your Questions Legal?

•No questions are expressly forbidden.No questions are expressly forbidden. Questions related to race, color, age, religion, Questions related to race, color, age, religion,

sex, or national origin can be hazardous.sex, or national origin can be hazardous.

Questions are acceptable if job-related, asked Questions are acceptable if job-related, asked of everyone, and do not discriminate against a of everyone, and do not discriminate against a protected class (e.g., females)protected class (e.g., females)


5Appropriate and Inappropriate Interview Questions

APPROPRIATE QUESTIONS INAPPROPRIATE QUESTIONS

National origin What is your name? What is the origin of your name?Have you ever worked under a What is your ancestry?

different name?Do you speak any foreign languagesthat may be pertinent to this job?

Age Are you over 18? How old are you?If hired, can you prove your age? What is your date of birth?

Gender (Say nothing unless it involves a Are you a man or a woman?bona fide occupational qualification.)

Race (Say nothing.) What is your race?

Disabilities Do you have any disabilities that Do you have any physical defects?may inhibit your job performance? When was your last physical?Are you willing to take a physical What color are your eyes, hair, etc.?exam if the job requires it?

Height and (Not appropriate unless it is a bona How tall are you?weight fide occupational qualification.) How much do you weigh?

Residence What is your address? What are the names/relationshipsHow long have you lived there? of those with whom you live?


5Appropriate and Inappropriate Interview Questions (cont’d)

APPROPRIATE QUESTIONS INAPPROPRIATE QUESTIONS

Religion (You may inform a person of the Do you have any religious affiliation?required work schedule.)

Military record Did you have any military What type of discharge did youeducation/experience pertinent receive?

to this job?

Education and Where did you go to school? Is that a church-affiliated school?experience What is your prior work experience? When did you graduate?

Why did you leave? What are your hobbies?What is your salary history?

Criminal record Have you ever been convicted Have you ever been arrested?of a crime?

Citizenship Do you have a legal right to work Are you a U.S. citizen?in the United States?

Marital/family What is the name, address, and Are you married, divorced, single?status telephone number of a person Do you prefer Miss, Mrs., or Ms.?we may contact in case of an Do you have any children? How oldemergency? are they?


Reaching a Selection DecisionReaching a Selection Decision

• Selection Considerations:Selection Considerations: Should individuals to be hired according to their highest Should individuals to be hired according to their highest

potential or according to the needs of the organization?potential or according to the needs of the organization?

At what grade or wage level to start the individual?At what grade or wage level to start the individual?

Should selection be for employee-job match, or should Should selection be for employee-job match, or should advancement potential be considered?advancement potential be considered?

Should those not qualified but qualifiable be considered?Should those not qualified but qualifiable be considered?

Should overqualified individuals be considered?Should overqualified individuals be considered?

What effect will a decision have on meeting affirmative What effect will a decision have on meeting affirmative action plans and diversity considerations?action plans and diversity considerations?

powerpoint presentation by charlie cook the university of west alabama 6 © 2010 south-western, a...

Documents

cengage learning

candidates performance

candidate work

qualified candidates

candidates success

candidates title

candidates strengths

candidates weaknesses