1. Staffing

2. Nature of Selection Selection Criteria Predictors

3. Employment Application Policies Applications are accepted only when there is an opening Only persons filing out application blanks are considered applicants A person’s application ceases to be effective after a certain date Only a certain number of applications will be accepted People must apply for a specific job, not “any job.” I. The Selection Process A. Reception B. Job Preview / Interest Screen C. Application Forms 1. EEO Considerations and Application Forms 2. Immigration requirements

4. D. Selection Testing

5. Possible Tests Used for Selection Applicant General Aptitude Test Assessment Centers Psychological/ Personality Test Work Sample Test Mechanical Aptitude Test Honesty Test Clerical Test Management Skills Test Knowledge Test Industrial Skills Test

6. E. Selection Interviewing Lawyers recommend the following: –Identify objective criteria – Put criteria in writing – Provide multiple levels of review –Use structured interviews 1. Structured Interview 2. Behavioral Description Interview F. Background Investigation 1. Legal Constraints on Background Investigations G. Medical Examinations 1. Drug Testing H. Job Placement