MHR 523 Lecture 6: Chapter 6.docx

• School: Ryerson University
• Department: Human Resources
• Course: MHR 523
• Professor: Belinda Chang

Document Summary

Steps in the selection process: preliminary reception, initial contact with applicants, walk-ins may receive preliminary interview, write ins often receive letter of acknowledgment, this step has disappeared in many organizations with the increasing use of. Internet recruitment: screening, remove from consideration applicants who do not meet qualifications, weighted application blank, ensure application is useful and meets legal requirements, biographical information blanks (biodata, employment test, reliability. Means that the test yields consistent results: validity. Test measures what it is purported to measure. Empirical approaches: predictive validity, concurrent validity, rational approaches. Supervisors should have input into the final hiring decision: realistic job previews. Shows the candidate the type of work, equipment and working conditions. Tends to reduce employee turnover: employment references. Former supervisors may not be candid especially with negative information. May be scheduled after the hiring decision. Drug tests are increasingly used but may be found to violate employee rights: hiring decision.