ORGANIZATIONAL BEHAVIOR

Human Resource Policies and Practices

PRESENTED BY: AsHra ReHmat

The Selection Process• The most important HR decision is whom to

hireInitial

Selection

Substantive Selection

Contingent Selection

Applicants who don’t meet basic requirements are

rejected.

Applicants who meet basic requirements, but are less qualified than others, are

rejected.

Applicants who are among best qualified, but who fail

contingent selection, are rejected.

Applicant receives job offer.

Stage 1: Initial Selection• Initial selection devices are used to determine if basic

qualifications for the job are met

• Devices include:– Application Forms

• Good initial screen• Must be careful about questions asked – legal issues

– Background Checks• Most employers want reference information, but few give it out

– litigation worries• Letters of recommendation are of marginal worth• May use criminal record or credit report checks

Stage 2: Substantive Selection• These devices are the heart of the selection process

– Written Tests• Testing applicants for: intelligence or cognitive ability, personality,

integrity, and interests• Intelligence tests are the best predictor across all jobs

– Performance-Simulation Tests• Based on job-related performance requirements• Work Sample Tests

– Creating a miniature replica of a job to evaluate the performance abilities of job candidates

• Assessment Centers– A set of performance-simulation tests designed to evaluate a

candidate’s managerial potential

Another Substantive Selection Device• Interviews

– Are the most frequently used selection tool– Carry a great deal of weight in the selection process– Can be biased toward those who “interview well”

• Types of Interviews– Unstructured (randomly chosen questions)

• Most common, least predictive, and prone to bias– Structured (standardized sets of questions)

• More predictive of job success; less chance for bias– Behavioral structured (asking how specific problems were handled in the

past) • Past behaviors may be good predictors of future behavior

• Interviews most often used to determine organization-individual fit

Stage 3: Contingent Selection• Final checks before hiring– Drug testing• Controversial: perceived to be unfair or invasive• Supreme Court ruled that this is not an invasion of

rights• Expensive but accurate• Alcohol not generally tested for