SELECTIONSELECTIONIS

PREDICTIONOFTHESUCCESSFULCANDIDATESELECTIONSEPARATESTHOSETHATCOULDDOTHEJOBFROMTHOSETHATCANANDWILLDOTHEJOB第一頁(yè)第二頁(yè)，共32頁(yè)。CHAPTEROBJECTIVES1.Defineselection.2.Identifytheenvironmentalfactorsthataffecttheselectionprocess.3.Describethegeneralselectionprocess.4.Explaintheimportanceofthepreliminaryinterview.5.Identifythetypeofquestionsthatshouldbeaskedonanapplicationform.6.Describethebasicconditionsshouldbemetifselectiontestsaretobeusedinthescreeningprocess.第二頁(yè)第三頁(yè)，共32頁(yè)。CHAPTEROBJECTIVES(CONTINUED)7.Explainthetypesofvalidationstudies.8.Describetypesofemploymenttests.9.Identifythetypesofinformationthatshouldbegainedfromtheinterview.10.Describethebasictypesofinterviewing.11.Describethevariousmethodsofinterviewing.12.Definearealisticjobpreview.13.Explainthelegalimplicationsofinterviewing.第三頁(yè)第四頁(yè)，共32頁(yè)。CHAPTEROBJECTIVES(CONTINUED)14.Explainwhyreferencechecksandbackgroundinvestigationsareconducted.15.Explainnegligenthiringandretention.16.Explainthereasonsforpre-employmentphysicalexaminations.第四頁(yè)第五頁(yè)，共32頁(yè)。THESELECTIONPROCESSRecruitedIndividualsPossibleApplicantRejectionatAnyStagePreliminaryInterviewReviewofApplications&ResumesSelectionTestsEmploymentInterviewsReference&BackgroundChecksSelectionDecisionPhysicalExaminationEmployedIndividual第五頁(yè)第六頁(yè)，共32頁(yè)。ENVIRONMENTALFACTORSAFFECTINGTHESELECTIONPROCESSLegalConsiderationsSpeedofDecisionMakingOrganizationalHierarchyApplicantPoolTypeofOrganizationProbationaryPeriod第六頁(yè)第七頁(yè)，共32頁(yè)。THESELECTIONPROCESSINVOLVES:PreliminaryInterviewsReviewofApplications&ResumesSelectionTestsEmploymentInterviewsReference&BackgroundChecksSelectionDecisionPhysicalExamination第七頁(yè)第八頁(yè)，共32頁(yè)。REVIEWOFAPPLICATIONSEvaluatesApplicationstoIsolateAnApparentMatchBetweentheIndividual&thePositionCanBeaRealTime-saverEssentialInformationisinaStandardizedFormat第八頁(yè)第九頁(yè)，共32頁(yè)。REVIEWOFRESUMESACommonMethodApplicantsUsetoPresentQualificationsMayNotbeRequiredbyProspectiveEmployersFrequentlySubmittedbyJobSeekers第九頁(yè)第十頁(yè)，共32頁(yè)。PRELIMINARYINTERVIEWInitialApplicantScreeningtoRemoveIndividualsWhoObviouslyDoNotMeetthePositionRequirementsAFewStraightforwardQuestionsareAskedMaybeWellQualifiedtoWorkinOtherOpenPositions第十頁(yè)第十一頁(yè)，共32頁(yè)。CHARACTERISTICSOFPROPERLYDESIGNEDSELECTIONTESTSStandardizationObjectivityNormsReliabilityValidity第十一頁(yè)第十二頁(yè)，共32頁(yè)。TYPESOFVALIDATIONSTUDIESCriterion-relatedValidityContentValidityConstructValidityCutoffScores第十二頁(yè)第十三頁(yè)，共32頁(yè)。TYPESOFEMPLOYMENTTESTSCognitiveAptitudeTestsPsychomotorAbilitiesTestsJobKnowledgeTestsWork-sampleTests(Simulations)VocationalInterestTests第十三頁(yè)第十四頁(yè)，共32頁(yè)。TYPESOFEMPLOYMENTTESTS(CONTINUED)PersonalityTestsDrugTestingGeneticTestingTestingforAcquiredImmuneDeficiencySyndrome(AIDS)第十四頁(yè)第十五頁(yè)，共32頁(yè)。

CONTENTOFTHEEMPLOYMENTINTERVIEW:AGOAL-ORIENTEDCONVERSATIONINWHICHTHEINTERVIEWER&APPLICANTEXCHANGEINFORMATIONOccupationalExperienceAcademicAchievementInterpersonalSkillsPersonalQualitiesOrganizationalFit第十五頁(yè)第十六頁(yè)，共32頁(yè)。TYPESOFINTERVIEWSUnstructured(Nondirective)InterviewStructured(DirectiveorPatterned)InterviewBehaviorDescriptionInterviewing第十六頁(yè)第十七頁(yè)，共32頁(yè)。TYPESOFSTRUCTURED(DIRECTIVEORPATTERNED)INTERVIEWQUESTIONS

SituationalQuestionsJobKnowledgeQuestionsJob-sampleSimulationQuestionsWorkerRequirementsQuestions第十七頁(yè)第十八頁(yè)，共32頁(yè)。

METHODSOFINTERVIEWINGOne-On-OneInterviewGroupInterviewBoardInterviewStressInterview第十八頁(yè)第十九頁(yè)，共32頁(yè)。METHODSOFINTERVIEWING

(CONTINUED)VideotapedInterviewComputerInterviewRealisticJobPreviews第十九頁(yè)第二十頁(yè)，共32頁(yè)。KEYSTOINTERVIEWSYOUWANTTHECANDIDATETOSHOWHOWREALLYGOODHEISGIVEEACHCANDIDATETHESAMEQUESTIONSANDSAMETIMECONSIDERRECORDINGTHEINTERVIEW第二十頁(yè)第二十一頁(yè)，共32頁(yè)。LEGALIMPLICATIONSOFINTERVIEWINGAccordingtotheUniformGuidelines,theInterviewisaTestSubjecttotheSameValidityRequirementsasAnyOtherStepintheSelectionProcess,ShouldAdverseImpactbeShownConstraintPresentsSpecialDifficulties第二十一頁(yè)第二十二頁(yè)，共32頁(yè)。BACKGROUNDINVESTIGATIONSSeekDataFromReferencesSuppliedbytheApplicantIntensityofBackgroundInvestigationsDependsontheLevelofResponsibilityInherentinthePosition第二十二頁(yè)第二十三頁(yè)，共32頁(yè)。BACKGROUNDINVESTIGATIONS

PRIMARYSOURCE:PreviousEmployerPOTENTIALPROBLEMS:NegligentHiringNegligentRetentionInvasionofPrivacy第二十三頁(yè)第二十四頁(yè)，共32頁(yè)。NEGLIGENTHIRINGANDRETENTIONHasBecomeaCriticalConcernintheSelectionProcessAnEmployerCanbeHeldResponsibleforanEmployee'sUnlawfulActsIfItDoesNotReasonablyInvestigateApplicants'BackgroundsThenAssignsPotentiallyDangerousPersonstoPositionsWhereTheyCanInflictHarm第二十四頁(yè)第二十五頁(yè)，共32頁(yè)。NEGLIGENTHIRINGANDRETENTION

(CONTINUED)LiabilityExistsforanEmployerEveniftheEmployee'sActionsarenotJobRelatedNegligentRetentionInvolvesKeepingPersonsonthePayrollWhoseRecordsIndicateStrongPotentialforWrongdoing第二十五頁(yè)第二十六頁(yè)，共32頁(yè)。POLYGRAPHTESTSPurposeWastoConfirmorRefutetheInformationContainedintheApplicationBlankEmployeePolygraphProtectionActof1988SeverelyLimitedtheUseofPolygraphTestsinthePrivateSector第二十六頁(yè)第二十七頁(yè)，共32頁(yè)。THESELECTIONDECISIONMostCriticalStepofAllPersonWhoseQualificationsMost