HRM200 Lecture Notes - Work Sampling, Job Satisfaction

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Katrina Di Gravio

Document Summary

Process of choosing between individuals: with relevant qualifications, for existing or projected job openings. Important because: quality of human resources determines organizational performance, high cost of inappropriate selection decisions, significant legal implications. Guidelines for avoiding legal problems: selection criteria based on the job, adequate assessment of applicant ability, careful scrutiny of applicant-provided information, written authority for reference checking, save all records and information, reject applicants who make false statements. Labour shortages result in small selection ratios (number of applicants hired to the total number of applicants) The selection process: preliminary step: initial applicant screening, selection testing, selection interview, background investigation/reference checking, final steps: supervisory interview & realistic job preview; hiring decision & candidate notification. Screening eliminates candidates not meeting must have criteria. Candidates closely matching remaining job specifications considered further. 2/3 of canadian organizations use this selection testing. Use tests as supplements to other techniques. Validate tests where they will be used.