12/27/2018 Selection Decisions

Goal of Selection: Maximize “Hits”

Selection Process Steps 3

Key selection methods Experience measures: Used to obtain information about the person’s characteristics, past experience and accomplishments (CV, weighted application, references & background checks) Tests: used to measure general intelligence, traits, and skills (aptitude test, work sample test, knowledge skill test, personality inventory) Interview: Used to assess attitude and knowledge (unstructured, structured, behavioral)

The STAR Process

Percentage of companies using Tools/Tests for Selection

Choice of selection methods The methods provides reliable information the method provides valid information The information can be generalized to apply to the candidates The method offers high utility The selection criteria are legal

Selection Approaches 12/27/2018 Single predictor/method approach: use of one method Multiple predictor/method approach: use of more than one methods Multiple hurdle/ discrete Screening of candidates at each step Useful: large number and long selection process Compensatory/ Comprehensive Selection based on aggregate performance on selection tests Useful: small number and few tests Hybrid Combination of both

Socialization/orientation Benefits of employee orientation: it can increase retentions by 25% improve employee performance by 11 % Employees who participated on structural onboarding programs are 69% more likely to stay with organizations for 3 years The reason for 15 % employee quit was found to be the ineffective orientations program It takes 8-12 months for new hires to be as proficient as other colleagues.

Socialization/orientation Orientation mode could be formal and informal It could also be conducted inside and outside the organization Nature of information shared during orientation programs: organizational policy, organizational mission, vision and objectives, organizational values and beliefs, and employee code of conduct,