Human Resources Management IIA by ProfessorBurgerQueen
Employee Selection
- Selection is a decision-making activity involving the psychological calculation of
suitability
- Pre-selection stage
- Emphasis on short-listing
- Open to abuse
- Discriminatory
- Formal selection
- False positive - the recruitment process and/or pre-employment skills testing
identified someone as being qualified for a particular role when in fact they
aren’t
- False negative - an outcome where the model incorrectly predicts the
negative class
- Best-fit - when the selection process isn't systematic enough to assess each
candidate equally, you can miss out on hiring the best-fitting candidate
1) Psychometric tests
- an objective way to measure the potential ability of candidates to
perform well in a job role. Psychometric tests measure a range of skills from
cognitive abilities, knowledge to assessing your personality
- Benefits
- Shows inherent ability rather than focusing only on learned knowledge
- Personality and situational judgement tests assess personal motivators,
behavioural, and working preferences, thus ensuring the right culture fit
- Ensures that only those with desired skills progress, thus making the hiring
process more efficient
- Drawbacks
- Process is expensive in cost and time because it needs to be administered by
professionals
- Results may be skewed by the pressure of the test and nervousness of the
applicant
- Ineffective if poorly planned
2) Interviews
- a conversation which occurs between a potential employer and a job
applicant. During the job interview, the employer has the opportunity to
appraise applicant's qualifications, appearance and general fitness for the job
opening
- Informal vs formal interviews
Employee Selection
- Selection is a decision-making activity involving the psychological calculation of
suitability
- Pre-selection stage
- Emphasis on short-listing
- Open to abuse
- Discriminatory
- Formal selection
- False positive - the recruitment process and/or pre-employment skills testing
identified someone as being qualified for a particular role when in fact they
aren’t
- False negative - an outcome where the model incorrectly predicts the
negative class
- Best-fit - when the selection process isn't systematic enough to assess each
candidate equally, you can miss out on hiring the best-fitting candidate
1) Psychometric tests
- an objective way to measure the potential ability of candidates to
perform well in a job role. Psychometric tests measure a range of skills from
cognitive abilities, knowledge to assessing your personality
- Benefits
- Shows inherent ability rather than focusing only on learned knowledge
- Personality and situational judgement tests assess personal motivators,
behavioural, and working preferences, thus ensuring the right culture fit
- Ensures that only those with desired skills progress, thus making the hiring
process more efficient
- Drawbacks
- Process is expensive in cost and time because it needs to be administered by
professionals
- Results may be skewed by the pressure of the test and nervousness of the
applicant
- Ineffective if poorly planned
2) Interviews
- a conversation which occurs between a potential employer and a job
applicant. During the job interview, the employer has the opportunity to
appraise applicant's qualifications, appearance and general fitness for the job
opening
- Informal vs formal interviews
