HED 362 – L. Good Employee Selection - Review Why do we spend time to validate selection procedures? If your Base Rate is high (85%), what does that mean? If your Selection Ratio is low (close to 0), what does that mean?

HED 362 – L. Good Employee Selection - Review If your Validity Coefficient is.25, what does that mean? What is the main procedural difference between concurrent and predictive validity?

HED 362 – L. Good Multiple Selection Procedures Multiple Hurdles selection criteria prioritized candidates who don’t fit are screened out lacking in one criterion cannot be made up in another criterion

HED 362 – L. Good Multiple Selection Procedures Compensatory selection criteria may or may not be prioritized limitations on one criterion can be made up for on another all candidates remain in pool until the end

HED 362 – L. Good Multiple Selection Procedures Hybrid combination minimum set of requirements for multiple hurdles beyond that, compensatory process is used

HED 362 – L. Good Framework of Interview Introduction and rapport building Behavioral questioning would/could vs have/did no leading questions brief, but not yes/no Describe job and company Answer questions Thank you, then decision timeframe

HED 362 – L. Good Recruiting Methods Internal recruiting External recruiting Realistic Job Preview Realistic briefing with accurate and clear information about attractive and unattractive job features.

HED 362 – L. Good Realistic Job Preview Rejection may increase High job survival High satisfaction Less intent to quit Work experience confirms expectations

HED 362 – L. Good Alternatives to Recruitment Overtime Employee leasing Temporary employment

HED 362 – L. Good Evaluation of Recruitment Sources of recruits Methods of recruiting Quality of hire