Professional Documents
Culture Documents
Initial Screening
Cover letters and resumes
Application forms (may be online)
Internet checks and phone screening
Employment Tests
Job knowledge:
o Test asking how the candidate would do part of the job
o Written or verbal
Work sample:
o Ask candidate to do part of the job
Cognitive Ability Tests:
Non-verbal (e.g., the Ravens Matrices)
Literacy test (e.g., grammar, spelling, and punctuation)
Personality:
Big Five Personality Model CANOE
o Conscientiousness
o Agreeableness
o Neuroticism/emotional stability
o Openness to experience
o Extraversion
Physical Ability Tests
Assessment Methods to Avoid
Graphology/handwriting analysis (reflects badly on the organization)
Polygraphs (illegal in Ontario)
Generally, these don’t provide reliable and valid information
TEXTBOOK NOTES
Selection: The process of choosing individuals who have relevant qualifications to fill existing or
projected job openings the goal of selection is to maximize accurate prediction about employee
success and job performance.
Reliability: The degree to which selection procedures yield comparable data over time
Validity: The degree to which selection procedures measure a person’s attributes
Initial screening: The initial pieces of information for screening candidates include
cover letters, ré sumé s, and applications and often the Internet.
Video ré sumé s: Short video clips that highlight applicants’ qualifications beyond
what they can communicate on their résumé
Bio-data tests: collect biographical information about candidates that has been
shown to correlate with on-the-job success. Candidates are questioned about
events and behaviours that reflect attitudes, experiences, interests, skills, and
abilities.
Honesty and Integrity Tests: use of pencil-and-paper honesty and integrity tests.
Used in settings such as retail stores, where employees have access to cash or
merchandise.
Medical Examinations: ensure that the health and fitness of applicants are
adequate to meet the job requirements.
Concurrent validity: The extent to which test scores (or other predictor
information) match criterion data obtained at about the same time from current
employees
Predictive validity: The extent to which applicants’ test scores match criterion data
obtained from those applicants/employees after they have been on the job for an
indefinite period
Decision-making
Clinical Approach: those making the selection decision review the data on the
applicants. Then, on the basis of their understanding of the job and the individuals
who have been successful in that job, they make a decision.
Statistical approach
Compensatory model: A selection decision model in which a high score in one area
can make up for a low score in another area
Multiple cut-off model: A selection decision model that requires an applicant to
achieve a minimum level of proficiency on all selection dimensions
Multiple hurdle model: A sequential strategy in which only the applicants with the
highest scores at an initial test stage go on to subsequent stages
THE PRESENTATION FROM THAT BITCH THERE IS TOO MUCH CONTENT FAM
maybe a small question from here
Effective Interviewing
Interview: an employer for prospective employment in their company or
organization evaluates potential employees. During this process, the employer
hopes to determine whether or not the applicant is suitable for the role.
-Use active job search techniques: Join student and professional associations
Attend multiple networking events, Set up information meetings, Use social media
Behavioural
Based on the premise that past behaviour is the best predictor of future behaviour
Success depends on the relevance of the example you choose and your ability to
clearly describe the Situation, Task, Action and Result
Provide a STAR answer!
Types of Interviews
Phone Interview
Keep paper and pens, a copy of your resumé, and a list of the jobs you have recently
applied for near the phone. Be conscious of your tone of voice and try to avoid long
pauses (let them know if you need a minute to think – remember they can’t see you
Panel Interview
Focus primarily on the person who asked you the question; also need to make eye
contact with the other interviewers. Try not to be intimidated by number of people.
Skype Interview
Dress professionally and prepare your surroundings. Practice the process with
someone in advance. Use active listening cues in your conversation. Maintain eye
contact with the webcam. Address technical problems immediately
Group Interview
Try to stand out from the crowd without stealing the spotlight and overpowering
the group. Be conscious of how you are interacting with the other members of the
group
Stress Interview
Try to stay focused and calm they want to see how you react under pressure
Case Interviews
The employer wants to see how you approach a problem and how you break down a
complex situation into logical components.
Final Steps
Ask about “next steps” or “the process” at the end of your interview. Thank the
interviewers and ask for their cards. Send a follow-up thank you letter (24 - 48
hours after your interview). Be patient; however, keep track of where you are in the
process. Reflect on how you did / areas to improve