Infographic 171 on "Recruitment Methods" from ManageTrainLearnManage Train Learn
The Infographics series is one of the most popular collections on ManageTrainLearn. In the Skill Boosters section, you'll get 255 single slides packed with huge amounts of information. Hear what MTL customer, Indrani Narasimhan, says about them: "If you want short, sharp, effective and usable information, MTL's SkillBoosters are just the job! They contain up-to-date ideas that can be easily applied in the real world. Use them to support other learning and development materials to boost your awareness and capabilities. They're like a snack that keeps you going!". And, user, Mark Williams, says: "The MTL SkillBoosters I downloaded are simply superb. You call them SkillBoosters but I call them bundles of wisdom spread on a single sheet. I loved them and would like to have more."
Infographic 171 on "Recruitment Methods" from ManageTrainLearnManage Train Learn
The Infographics series is one of the most popular collections on ManageTrainLearn. In the Skill Boosters section, you'll get 255 single slides packed with huge amounts of information. Hear what MTL customer, Indrani Narasimhan, says about them: "If you want short, sharp, effective and usable information, MTL's SkillBoosters are just the job! They contain up-to-date ideas that can be easily applied in the real world. Use them to support other learning and development materials to boost your awareness and capabilities. They're like a snack that keeps you going!". And, user, Mark Williams, says: "The MTL SkillBoosters I downloaded are simply superb. You call them SkillBoosters but I call them bundles of wisdom spread on a single sheet. I loved them and would like to have more."
Serious gaming and applicants’ reactions; the role of openness to experience. Ioannis Nikolaou
Nikolaou, I. & Georgiou, K. (2017). Serious gaming and applicants’ reactions; the role of openness to experience. In M. Armstrong, D. R. Sanchez & K. N. Bauer (2017): Gaming and Gamification IGNITE: Current Trends in Research and Application. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
Employee Testing and Selection ( chapter 6 )Qamar Farooq
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
In today’s job market, “Likeonomics” explains the new affinity economy where the most likeable people, ideas and organizations are the ones we believe in, buy from, and get inspired by. The “Likeability Factor” is a subtle but important factor candidates must embrace in order to advance to the next round in the hiring process. This approach holds true for job seekers, career changers, and targeting new clients.
Strong social interaction skills—along with solid expertise and a list of accomplishments—can go far to minimize these barriers to a job offer. This paper demonstrates how to package core competencies and functional expertise that can be articulated with a high Likeability Factor. Getting hired is always about which candidate best responds to the needs of the hiring manager, and not necessarily about the most qualified person.
Personnel Profiles Assessment Testing for EmployersEliassen Group
HR ProFile, Inc. is proud to host Paul Nolan, President of Personnel Profiles, Inc. as the presenter in the upcoming FREE Webinar, What’s the Best Way to Hire? Employment Screening and Assessments; Know which Applicants Will Succeed, to be held on Wednesday, July,15, 2pm EST. This webinar is part of HR ProFile’s bi-monthly webinar series and on-going commitment to communicate the latest and most innovative topics, compliance changes, trends, and best practices within the Human Resource Industry. This webinar will concentrate on…
Key Take-Aways from this webinar include:
1) Discovering top performers before you hire them
2) Different types of testing, what will fit for your organization
3) Legalities of Testing and Examples of different testing systems
This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you
Before the interview: How to successfully screen candidatesMarina Dawson
This session will give you the tools you need to successfully manage the shortlisting and candidate screening process, including how to: appreciate the value of initial screening in the hiring process; understand what legal considerations need to be taken into account in the screening process; recognize rater biases and how various biases influence hiring decisions; avoid the pitfalls of social media screening; identify factors that can lead to a better hire; and develop and use rating grids for improved shortlisting.
To view the full one-hour webinar, including audio, visit: https://charityvillage.com/elearning/webinars/past-webinars/-how-to-successfully-screen-candidates.aspx.
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
Developing Innovative Models of Prqactice at the Interface Between the NHS an...BASPCAN
Messages from a Scoping Review.
Barry Luckock, University of Sussex, Brighton, UK
Jane Barlow, University of Warwick, Coventry, UK
Christopher Brown, UCL, Institute of Education London UK
Georgiou, K. & Nikolaou, I. (2017). Serious gaming in employees’ selection process. In I. Nikolaou (2017): Alliance for Organizational Psychology Invited Symposium-The Impact of Technology on Recruitment and Selection: An International Perspective. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
AN EMPLOYEE PERCEPTION TOWARDS HR PRACTICESYOGESH KUMAR
This study primarily tells about the various perception levels of the working human forces categorized under varying aspects of the standpoint policies of any management organization..The study essentially focuses on two majorly occurring HR practices namely PA and T&D...
"Will Congress Fix The Stark Law Disclosure Dilemma?"amnonwitten
This article describes the dilemma facing health care providers that discover Stark Law violations. It also discusses proposed legislation to solve the dilemma. The article was originally published in BNA Health Law Reporter, in December 2009.
Serious gaming and applicants’ reactions; the role of openness to experience. Ioannis Nikolaou
Nikolaou, I. & Georgiou, K. (2017). Serious gaming and applicants’ reactions; the role of openness to experience. In M. Armstrong, D. R. Sanchez & K. N. Bauer (2017): Gaming and Gamification IGNITE: Current Trends in Research and Application. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
Employee Testing and Selection ( chapter 6 )Qamar Farooq
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
In today’s job market, “Likeonomics” explains the new affinity economy where the most likeable people, ideas and organizations are the ones we believe in, buy from, and get inspired by. The “Likeability Factor” is a subtle but important factor candidates must embrace in order to advance to the next round in the hiring process. This approach holds true for job seekers, career changers, and targeting new clients.
Strong social interaction skills—along with solid expertise and a list of accomplishments—can go far to minimize these barriers to a job offer. This paper demonstrates how to package core competencies and functional expertise that can be articulated with a high Likeability Factor. Getting hired is always about which candidate best responds to the needs of the hiring manager, and not necessarily about the most qualified person.
Personnel Profiles Assessment Testing for EmployersEliassen Group
HR ProFile, Inc. is proud to host Paul Nolan, President of Personnel Profiles, Inc. as the presenter in the upcoming FREE Webinar, What’s the Best Way to Hire? Employment Screening and Assessments; Know which Applicants Will Succeed, to be held on Wednesday, July,15, 2pm EST. This webinar is part of HR ProFile’s bi-monthly webinar series and on-going commitment to communicate the latest and most innovative topics, compliance changes, trends, and best practices within the Human Resource Industry. This webinar will concentrate on…
Key Take-Aways from this webinar include:
1) Discovering top performers before you hire them
2) Different types of testing, what will fit for your organization
3) Legalities of Testing and Examples of different testing systems
This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you
Before the interview: How to successfully screen candidatesMarina Dawson
This session will give you the tools you need to successfully manage the shortlisting and candidate screening process, including how to: appreciate the value of initial screening in the hiring process; understand what legal considerations need to be taken into account in the screening process; recognize rater biases and how various biases influence hiring decisions; avoid the pitfalls of social media screening; identify factors that can lead to a better hire; and develop and use rating grids for improved shortlisting.
To view the full one-hour webinar, including audio, visit: https://charityvillage.com/elearning/webinars/past-webinars/-how-to-successfully-screen-candidates.aspx.
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
Developing Innovative Models of Prqactice at the Interface Between the NHS an...BASPCAN
Messages from a Scoping Review.
Barry Luckock, University of Sussex, Brighton, UK
Jane Barlow, University of Warwick, Coventry, UK
Christopher Brown, UCL, Institute of Education London UK
Georgiou, K. & Nikolaou, I. (2017). Serious gaming in employees’ selection process. In I. Nikolaou (2017): Alliance for Organizational Psychology Invited Symposium-The Impact of Technology on Recruitment and Selection: An International Perspective. 32nd Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, USA
AN EMPLOYEE PERCEPTION TOWARDS HR PRACTICESYOGESH KUMAR
This study primarily tells about the various perception levels of the working human forces categorized under varying aspects of the standpoint policies of any management organization..The study essentially focuses on two majorly occurring HR practices namely PA and T&D...
"Will Congress Fix The Stark Law Disclosure Dilemma?"amnonwitten
This article describes the dilemma facing health care providers that discover Stark Law violations. It also discusses proposed legislation to solve the dilemma. The article was originally published in BNA Health Law Reporter, in December 2009.
Structured interviews 101: How to make the most effective interview process w...Workable
Extensive research shows that structured interviews are the most effective interview format - by far. Structure is to interviews, what rules are to a game. Granted, traditional interviews with few (or no) rules might be more fun. But companies need to play like pros. Hiring teams can’t hire the best people if there are no rules to combat confusion, subjectivity and hiring biases.
This e-book fills that void by outlining the rules, the art and the science of structured interviews.
Discover how to:
- Select the right job requirements
- Develop structured interview questions
- Craft useful rating scales
- Assemble an effective hiring team
- Train interviewers to master the science of structured interviews
Personality testing services are booming. They are promising employers a powerful supplemental lens to view job candidates, and thereby help you to screen out those that would not be a good fit for your organization. However, if you take advantage of this tool, you'll need to do so carefully. Otherwise you could run afoul of the EEOC, or at the very least, waste money.
These tests can solve 10 workplace problemsMeritTracSvc
Companies today look for multifaceted in potential candidates, besides the ability to perform on their job. With the help of psychometric and behavioral tests, companies can solve 10 the most workplace problems.
The Importance of human Assessment Testing in Employee Selection.docxSatabdiMallick
Hello everyone!! UNIV COUNSELLING LLP is a growing organization, with global quality Psychometric testing online services(copyrights granted by Government of India through department of copyrights), very strong technological platform and multi-talented and highly experienced management.
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PSY 4680, Industrial Organizational Psychology 1
UNIT III STUDY GUIDE
Employee Assessment and
Selection
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
1. Define psychological test, identify the different types of tests (e.g.,
cognitive ability tests, psychomotor ability tests, knowledge and skill test,
personality tests, etc.), and apply these to work-related settings.
2. Analyze how biographical information, interviews, work samples,
assessment centers, and electronic assessments are used to select
employees.
3. Evaluate the employee recruitment process.
4. Research and apply the basic steps involved in selecting employees,
including the steps needed to conduct a validation study.
5. Explain how predictor information is used for selection.
6. Discuss the importance and utility of scientific selection, as well as the
legal issues associated with hiring decisions in the United States.
Unit Lesson
Employee recruitment and selection is a major activity of I/O psychologists.
Organizations spend much time and money hiring and training new employees,
with researchers estimating that it costs roughly 200% of an employee’s salary
to hire and train them (Griffeth & Hom, 2001). By hiring the right employees,
organizations can ensure that new employees not only have the skills and
abilities to perform the job well, but that they will be a great “fit” for the job
(Sujarto, 2011). Studies show that a good fit is associated with important
outcomes, such as organizational commitment, job satisfaction, and intentions to
quit (Kristof-Brown, 2005). Considering the costs and important outcomes of
employee selection, I/O psychologists use systematic approaches to recruit and
select the most well-qualified and best-fitting candidates.
Employee Selection
Employee selection is a very important activity because who you select for a
position has large implications, such as ensuring that new employees are able to
perform the job well and reducing unnecessary employee turnover (Barrick &
Zimmerman, 2009). Typically, selection involves assessing applicants and
gathering information about them to determine the extent to which they are
qualified and suitable for the job. The information that is gathered is related to
the position; job-related information includes details of their work history,
personality, interests, and other characteristics. The organization will also
provide the employee with critical information about the organization and job.
Some even provide a “realistic job preview,” in which they give applicants a
candid view of the responsibilities and conditions involved (Suszko & Breaugh,
1986).
Reading
Assignment
Chapter 5:
Assessment Methods for
Selection and Placement
Chapter 6:
Selecting Employees
Suggested Reading
Scroggins, W. A.,
Thomas, S. L., &
Morris, J. A. (2008).
Psychological testing in
personnel se ...
I chose the title “personality screening” because now a lot of HR departments are requiring new hires to complete a test that will determine if the personality of the applicant is in keeping with the employment environment. These test are supposed to determine if the personality of the applicant is stable and congruent with the personality deemed appropriate for success in a specific career.
This question has plagued H/R administrators and now I/O psychologists all the time. No one wants to spend a lot of time trying to screen out unqualified applicants, but on the same hand, no one wants to miss out on the opportunity to employ potentially highly successful employees. In depth analysis and screening is a solution, but the costs associated with that process are extensive and therefore not feasible. Technology has introduced a time saving alternative, with no bias. But the question is if this streamlined process is eliminating the right people also.
Some of the technology based tests are based on personality tests like the Big Five and tests from Maslow and Jung. For the purposes of this study I chose to only use information from citations that were general and not industry specific. The idea was to try to address a greater number of instances where the testing could be used. While there was some research strongly in support of technoloogical screening and it was reviewed there was also plenty of research that advocated the continual use of interviews in conjunction with the screening.
Biased screening became more and more of a concern as our society grew more litigious. Company’s could not afford fiscally or image wise to be suided because of a perception that they had unfair hiring practices.
This was a major issue for small companies because they had a need to get as much out of their significant investment as possible and not using the recommendations of the test was a major financial waste. While research does indicate that there is a need for minimal unfair bias, it also indicates that the human factor can make a difference in the capabilities of an individual to fit in a work environment.
While it is true that companies are encouraged to and seek to be technologically advanced the big problem for a lot of the small to middle size companies is the costs of the technology. The problem for the largest companies is the cost of using the technology and the waste if they are not hiring a large number of employees. People generally feel that they can influence a one –on-one interview more than n electronic evaluation.
If you take enough personality tests you will soon see a pattern, recognizing the pattern may cause to you to develop a better skill at giving the “right” answers.
The greatest frustration with these test is when the options that they offer for choosing answers are inconsistent with realistic responses to questions. Testers are in a position where they have to choose the lessor of two evils sometimes and making those choices can be frustrating.
This plan while effective is more time consuming and labor intensive. If there are a number of well qualified candidates then the time it takes to apply all of these techniques to v=every candidate might be extremely expensive. It is important to carefully choose the candidates to place in this procedure.
Personally this researcher has taken many personality tests and has experienced the frustration inherent in trying to provide an honest answer when the answer to a question is not listed as an option. In those cases the answer says something about you that is not true, so your results will be skewed.
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