BU354 Chapter Notes - Chapter 7: Visible Minority, Impulsivity, Personality Test
Document Summary
After recruiting people need to select them. Your new hires will be making strategic decisions so it"s important to hire the right talent that fits with the strategic goal of the organization. There are legal implications with ineffective selection (can"t discriminate on the prohibited grounds) Sometimes you don"t have a massive pool of applicants (in a labour shortage) Selection ratio = number of applicants hired / total number of applicants. Ratio too low = not big enough pool of applicants (i. e. 1:2 you should probably restart because the quality isn"t too good most likely) Ratio too high = massive amount of applicants (i. e. 1:400 your ad is probably too vague or you should start automating using screening software) How to design an effective selection process: develop selection criteria, specify musts and wants and weight the wants, develop an evaluation form, develop interview questions to be asked of all candidates, develop candidate-specific questions.
