HRM200 Lecture Notes - Lecture 5: Absenteeism, Work Sampling
8 Apr 2016
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Document Summary
The process of choosing individuals to ill job openings: nepoism choosing only friends or family of exising employees. The strategic importance of selecion: quality of human resources determines organizaional performance, inappropriate selecion decisions are costly, signiicant legal implicaions. The selecion process: preliminary applicant screening, selecion tesing, selecion interview, background invesigaion/reference checking, supervisory interview and realisic job preview, hiring decision and candidate noiicaion. Preparaions: who"s involved & develop selecion criteria, specify musts and wants and weight the wants, develop and evaluaion form, develop interview quesions for all candidates, develop candidate speciic quesions. Applicaion forms and r sum s are reviewed and candidates not meeing essenial criteria are eliminated irst. Remaining applicaions are examined and those who most closely match the remaining job speciicaions are ideniied and given further consideraion. Use of technology is becoming increasingly popular to help improve screening process. Almost all large irms or irms with high turnover use technological applicaions to help screen large numbers of candidates.
