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INSTRUCTIONS
Overview
This chapter describes the selection (interviewing, assessments) and placement processes used within HRM. This chapter will probably contain some of the most recognizable material for you, as previous to this class you may have gone through (or even administered) employment interviews. The chapter proceeds from the assumption that recruitment, selection, and retention are interrelated. For example, the effectiveness of an organization’s recruitment processes will have an impact on how selective decision makers can be in their choices. Retention is in large part dependent upon how effectively selection processes are implemented. But the focus is on selection methods and instruments. Discussion is also included about how individual job seekers decide whether to accept a job offer. Organizational fit, selection tools, and different forms of validity are discussed.
Behavioral Objectives
LO 6-1: Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability.
LO 6-2: Discuss how the particular characteristics of a job, an organization, or an applicant affect the utility of any test.
LO 6-3: Describe the government’s role in personnel selection decisions, particularly in the areas of constitutional law, federal laws, executive orders, and judicial precedent.
LO 6-4: List the common methods used in selecting human resources.
LO 6-5: Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility, and legality.
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