1. Chapter 5 Selection and placement

2. 1. Selection Selection The process through which organizations make
decisions about who will or will not be allowed to
join the organizations.

3. The process of selection
Recruiting candidates
Screening applications and resumes
Testing and reviewing work samples
Interviewing job candidates
Checking references and background
Making a selection

5. 2. Types of Selection methods
Job applications and resumes
Interview
Tests
Work samples
References and Biographical data

6. Job applications and resumes
Application for employment
Personal data…
Do you have any relatives here?
if yes, give name, relationship, and location.
Are you able to travel as required for the position sought? …
Are there geographical areas which you would prefer or
refuse?
Starting salary expected
Job applications and resumes
Resumes
Job applications
A resume should include:
personal data ;
work experience;
educational background;
skills;
certificates etc.

7. Interviews Interviewee Interviewer （job applicants）
Directive interview (Structured interview)
Nondirective interview
Situational interview (p190)
Behavior description interview (BDI)
Stress interview
Panel interview

8. BDI is experience-based:
Trait evaluated Resolving conflict (p.190.)
BDI is experience-based:
Question: what was the biggest difference of opinion you ever had
with your coworker? How did you resolve it?
Future-oriented:
Imagine you and a coworker disagree about -----,how would
you resolve that situation?

9. 宝洁公司
1. Describe an instance where you set your sights on a high/demanding goal and saw it through completion.
2. Summarize a situation where you took the initiative to get others going on an important task or issue, and played a leading role to achieve the results you wanted. 3. Describe a situation where you had to seek out relevant information, define key issues, and decide on which steps to take to get the desired results. 4. Describe an instance where you made effective use of facts to secure the agreement of others.

10. 丰田
口头表达能力：
介绍自己；现有的工作责任等
应变能力
您为何要离开目前服务的这家公司？(答案可能是待遇或成长空间或人际氛围或其它，待回答完毕后继续发问 ）
情绪控制力(压力承受能力）
我们的工作与生活历程并不是一帆风顺的，谈谈您的工作或生活或求学经历中出现的挫折或低潮期，您是如何克服的？ (如果回答无此经历，问) 您的生活是不是太过于顺畅，成长中往往伴随着失败，您觉得自己的成长来自于哪些方面？
上进心与自信心
谈谈您求学经历中令您感到成功的事例及成功的因素

11. Cognitive ability tests
Employment tests
Physical tests
Medical examination
Cognitive ability tests

12. Cognitive ability tests(p195)
(testing the mental capacities)
Cognitive ability tests mainly measure different facets of cognitive ability, such as verbal comprehension, quantitative ability, reasoning ability etc.

13. 3 dimensions of intelligence: Crystallized ability:
Stanford-Binet Intelligence
15 subtests-
3 dimensions of intelligence:
Crystallized ability:
verbal reasoning; quantitative reasoning
Fluid-analytic ability:
pattern analysis; paper folding and cutting etc.
Short-term memory:
memory for digit; memory for sentences

14. Wechsler Adult Intelligence Scales (WAIS)
WAIS test – 12subtest
Info, Digit span; Vocabulary, Arithmetic,
Comprehension, Similarities,
Picture completion; Picture Arrangement;
Block design; Object Assembly; symbol search ……

16. Raven’s Standard Progress Matrices

17. Cognitive ability tests(p195)
Stanford-Binet Intelligence
Wechsler Adult Intelligence Scales (WAIS)
Raven’s Standard Progress Matrices

18. Cognitive ability tests
Employment tests
Physical tests
Medical examination
Cognitive ability tests
Personality tests

19. Personality tests(p197) 16 Personality Factor Questionnaires(16PF)
(developed by R.B. Cattell)

20. Warmth (Reserved vs. Warm; Factor A) Reasoning (Concrete vs
Warmth (Reserved vs. Warm; Factor A) Reasoning (Concrete vs. Abstract; Factor B) Emotional Stability (Reactive vs. Emotionally Stable; Factor C) Dominance (Deferential vs. Dominant; Factor E)
Liveliness (Serious vs. Lively; Factor F) Rule-Consciousness (Expedient vs. Rule-Conscious; Factor G) Social Boldness (Shy vs. Socially Bold; Factor H) Sensitivity (Utilitarian vs. Sensitive; Factor I)
Vigilance(Trusting vs. Vigilant; Factor L) Abstractedness (Grounded vs. Abstracted; Factor M) Privateness (Forthright vs. Private; Factor N) Apprehension (Self-Assured vs. Apprehensive; Factor O)
Openness to Change (Traditional vs. Open to Change; Factor Q1) Self-Reliance (Group-Oriented vs. Self-Reliant; Factor Q2) Perfectionism (Tolerates Disorder vs. Perfectionistic; Factor Q3) Tension (Relaxed vs. Tense; Factor Q4)

21. 16PF样题 当我见到邻居或新友争吵时，我总是： 任其自己解决 介于（A）,(C)之间 予以劝解 在群众集会时，我：
我愿意作一个：
建筑工程师          不确定         社会科学研究者
阅读时，我喜欢选读：
自然科学书籍      不确定         政治理论书籍  

22. Personality tests(p197) 16 Personality Factor Questionnaires(16PF)
(developed by R.B. Cattell)
Big five personality inventory(p197)

23. Big five inventory(p197) Extroversion: sociable; assertive; talkative
Adjustment: emotionally stable, non-depressed. secure
Agreeable: courteous, trusting, good natured; tolerant
Conscientiousness: dependable; organized; achievement-o
Inquisitiveness: curious; imaginative; broadly-minded

24. Personality tests(p197) 16 Personality Factor Questionnaires(16PF)
(developed by R.B. Cattell)
Big five personality inventory(p197)
Myers-Briggs Type Indicator (MBTI)

25. MBTI dimensions of personality
Energy
Introversion---Extroversion
Information-gathering
Sensing---Intuition
Decision-making
Thinking----Feeling
Lifestyle
Judging---Perceiving

26. Other tests Values test; EQ test (Emotional Quotient)(p199);
Graphology
Projection

27. EI (Emotional Intelligence)(p199)
Self –awareness
Self-regulation
Danial Golemen
Self -motivation
Empathy
Social skills

29. 2. Types of Selection methods
Job applications and resumes
Interview
Tests
Work samples
References and Biographical data

30. the managerial selection
Work samples
Widely used in
the managerial selection
Assessment Center(p201)
Assessment centre
The in-basket;
The leaderless group discussion;
Management game;
Individual presentations;
Objective tests;
Structured interview

31. 2. Types of Selection methods
Job applications and resumes
Interview
Tests
Work samples
References and Biographical data

32. Summary of Toyota hiring process
Orientation /application(1 hour)
Objective: to explain the job and collect info. about job candidates
Technical skill assessment
Pencil/paper test
General knowledge test (2hours)
General maintenance test(6 hours)
objective: to assess technical knowledge and potential

33. Summary of Toyota hiring process
Interpersonal skill assessment
Group and individual problem-solving activities (4hours)
Production assembly simulations
Toyota assessment
Group interview and evaluation
Objective: to discuss achievements
Health assessment
On-the-job observation

34. Q: How to evaluate the effectiveness of each selection method
Q: How to evaluate the effectiveness of each selection method? (p )
Job applications and resumes
Interview
Tests
Work samples
References and Biographical data

35. 3. Selection method standards
Validity
The extent to which performance on the
measure is related to the performance on
the job.
(p.177)
Validity coefficient 效度系数(p.177)

36. Criterion-Related Validation
Two research methods we can use to study CRV
Predictive validation
Need to wait for some time period
Concurrent validation
Criterion-Related Validation
效标关联效度p.178
Use IQ test to select sales rep.

37. 3. Selection method standards
Reliability
The consistency of a measure;
The degree to which a measure is free from
random error.(p.173)
Test-retest reliability. (p.174)

38. 3. Selection method standards
Generalizability
The degree to which the validity of a selection
method established in one context extends to
other context.

39. 3. Selection method standards
Utility
The degree to which the information provided by
selection methods enhances the effectiveness of
selecting personnel in real organizations.

40. 3. Selection method standards
Legality（p185)

41. Validity Reliability Generalizability Utility Legality p205
Job applications and resumes
Interview
Tests
Work samples
References and Biographical data
Reliability
Generalizability
Utility
Legality
p205

42. Selection method Validity
GMA tests
0.51
Work sample tests*
0.54
Integrity tests'
0.41
Conscientiousness tests
0.31
Employment interviews (structured)
Employment interviews (unstructured)
0.38
Job knowledge tests
0.48
Behavioral consistency method
0.45
Reference check
0.26
Biographical data measures
0.35
Assessment centers
0.37
Years of education
0.10

43. Intelligence(G); verbal aptitude(V); numerical
GATB evaluate nine kinds of aptitudes:
Intelligence(G); verbal aptitude(V); numerical
ap(N); clerical perception(Q); spatial ap(S);
form perception(P); motor coordination(K);
finger dexterity(F) ; manual dextertiy(M)
Aptitude required for some jobs/occupations:
Intelligence-verbal-numerical 人文系统的职业
Intelligence-verbal-clerical 特别需要语言能力的职业
Intelligence-numerical-clerical 自然科学系统的专门职业

44. the framework of chapter 5
5 categories of standards
selection methods
Job applications and resumes
Interview( structured; situational…)
Tests (Cognitive; Personality …)
Work samples (Assessment centre)
References and Biographical data
Validity
Reliability
Generalizbility
Utility
Legality