“Employee Selection” Please respond to the following:Compare and contrast the structured interview, situational interview, and behavioral interview. Determine which type of interview would be more beneficial when interviewing applicants. Support your selection.In the selection of the candidate, determine if the manager should make the final choice or if others should be included in the final decision. Support your position.
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HRM 530, Strategic Human Resource Management
Week 4
Learning Outcome:
Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and
effective workforce.
Develop effective talent management strategies to recruit and select employees.
Video: The Legality of Pre-Employment Testing
Video: Behavioral Interview Questions and Answers – STAR Interviews
Provided by Dean Tanya Moore
Adapted by Adjunct Professor Lewis
Strategic Human Resource
Management
HRM530
Selecting Employees Who Fit
Stewart, G. & Brown, K. (2008). Human resource
management, (1st ed.). Hoboken, NJ: John Wiley & Sons.
Objectives
•
Upon completion of this lesson, you will
be able to:
– Develop effective talent management
strategies to recruit and select employees
Employee Selection
• Choosing the right people
• Fit the HR strategy
– Internal or external labor orientation
– Cost or differentiation
Aligning Talent and HR
Strategy
• Short-term generalists
– No areas of special skill or ability
– Lower compensation, work routine jobs, flexible
• Long-term generalists
– Develop skills and knowledge in specific organization
– Reduce payroll costs, reduced likelihood of
movement, reduction in expenses
• Long-term specialists
– Deep expertise
– Create and develop talent, add value
• Short-term specialists
– Short term services, quickly acquire needed
expertise, no long-term commitment
Making Strategic Selection
Decisions
• Job-based fit
– Individual abilities and interests with demands
of specific job
• Organization-based fit
– Individual characteristics match culture,
values and norms of the organization
– Individual personality, values and goals
Selection Methods
• Reliability
– Consistency
• Validity
– Relationship between assessment and job
performance
• Utility
– Cost effectiveness
• Legality
– Not break laws
• Fairness
– Fair and equitable
Check Your Understanding
Testing
•
•
•
•
•
•
Cognitive ability
Personality
Physical ability
Integrity
Drug tests
Work sample
Information Gathering
•
•
•
•
Application forms
Resumes
Biographical data
Reference checks
Interviewing
•
•
•
•
•
Most frequently used selection method
Unstructured interviews
Structured interviews
Situation interview
Behavioral interview
Selection Decisions
•
•
•
•
Predictor Weighting
Minimum cutoff
Multiple hurdles
Banding
Summary
•
•
•
•
•
•
•
Align with overall HR strategy
Short-term and long-term talent
Jobs-based and organization-based fit
5 principles of selection methods
Tests
Information gathering
Decision-making procedures
…
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