Copyright © 2014 by the McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5 TH EDITION BY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHT CHAPTER 6 SELECTING EMPLOYEES AND PLACING THEM IN JOBS

6-2 Figure 6.1: Steps in the Selection Process

6-3 Criteria for Measuring the Effectiveness of Selection Tools and Methods Method provides reliable information.Method provides valid information.Information can be generalized to apply to candidates.Method offers high utility. The selection criteria are legal.

6-4 Legal Standards for Selection  All selection methods must conform to existing laws and legal precedents.  Three acts have formed the basis for a majority of suits filed by job applicants:  Civil Rights Act of 1964 and 1991  Age Discrimination in Employment Act of 1967  Americans with Disabilities Act of 1991  All selection methods must conform to existing laws and legal precedents.  Three acts have formed the basis for a majority of suits filed by job applicants:  Civil Rights Act of 1964 and 1991  Age Discrimination in Employment Act of 1967  Americans with Disabilities Act of 1991

6-5 Legal Standards: Candidates’ Privacy Rights Fair Credit Reporting Act requires employers to obtain a candidate’s consent before using a third party to check candidate’s credit history or references. If the employer decides not to hire based on the report, employer must give applicant a copy of the report and summary of applicant’s rights before taking action. Fair Credit Reporting Act requires employers to obtain a candidate’s consent before using a third party to check candidate’s credit history or references. If the employer decides not to hire based on the report, employer must give applicant a copy of the report and summary of applicant’s rights before taking action.

6-6 Legal Standards : Immigration Reform and Control Act (1986) Immigration Reform and Control Act (1986): Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in U.S. Applicants fill out Form I-9 and present documents showing their identity and eligibility to work. Law prohibits employer from discriminating against the person on basis of national origin or citizenship status. Immigration Reform and Control Act (1986): Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in U.S. Applicants fill out Form I-9 and present documents showing their identity and eligibility to work. Law prohibits employer from discriminating against the person on basis of national origin or citizenship status.

6-7 Gathering Background Information Application FormsRésumés Reference ChecksBackground Checks

6-8 Employment Tests Aptitude tests: assess how well a person can learn or acquire skills and abilities. Achievement tests: measure a person’s existing knowledge and skills.

6-9 Employment Tests and Work Samples Employment Tests & Work Samples Physical Ability Tests Cognitive Ability Tests Job Performance Tests Work Samples Personality Inventories Honesty Tests Drug Tests Medical Examinations

6-10 Interviews Interviewing Techniques Nondirective Interview Structured Interview Situational Interview Behavior Description Interview

6-11 Interviewing Effectively 1. Be prepared 2. Put applicant at ease 3. Ask about past behaviors 4. Listen – let candidate do most of the talking 5. Take notes during and immediately after interview 6. Make sure candidate knows what to expect next. When a candidate is selected, the offer including job responsibilities, work schedule, rate of pay, starting date and other relevant details is communicated. 1. Be prepared 2. Put applicant at ease 3. Ask about past behaviors 4. Listen – let candidate do most of the talking 5. Take notes during and immediately after interview 6. Make sure candidate knows what to expect next. When a candidate is selected, the offer including job responsibilities, work schedule, rate of pay, starting date and other relevant details is communicated.