Copy_of_Week_9_MINE.pptVIP

Selection Panel interviews three to five interviewers drawn from different parts of organisation minimises potential for bias ensures decisions made by people closest to the past can be more difficult to build up rapport makes interviewees __________ panel members may lack interview __________ Selection Interviewers have a tendency to select candidates who: display attributes they consider important __________ or __________ like others for whom they have positive feelings say something early in the interview with which the interviewer agrees Structured interviews are better because: questions are developed from job analysis each candidate is asked __________ questions systematic scoring procedure used Selection Selection testing: Cognitive tests (Cooper et al, cited in Allan et al, 2008, p.145) – designed to measure mental ability. degree of knowledge or skill general intelligence special aptitudes (eg. __________ skills) Personality tests – trait or type theories identifying number of characteristics or behaviours which all people display to differing degrees (Toplis et al, cited in Allan et al, 2008, p. 145). Tests are not particularly good predictors of future job behaviour: people behave differently or answer differently in tests to how they behave in a work situation many jobs can be done well, in a range of different ways interviewees present a particular __________ to increase chances of selection Selection Tests are best used in tandem with other selection methods When testing is used care needs to be taken that: tests are reliable and valid and don’t unfairly disadvantage certain groups of people only carried out by __________ people and in standardised conditions proven to be valid and reliable candidates aren’t __________ correct inferences drawn from results Summary HR planning Job analysis Recruitment Selection All elements are important if an organisation is to “hit the bullseye” = choose the best person for the job. Otherwise the cost to the o