Recruitment and Selection

Employment Selection Tests: 

 Any procedures used in the employment decision process such as:

—  Pencil-and-paper tests

—  Unscored application forms

—  Informal and formal interviews

—  Performance tests

—  Physical, education, or experience requirements

—  Must be unbiased, statistically valid, and reliable predictors of job success

Effective Interviewing

Interviews are the most common selection tool.

Shortcomings of unstructured interviews:

—  Highly susceptible to distortion and bias

—  Highly susceptible to legal attack

—  Legally indefensible if contested

—  Apparent but no real validity

—  Not totally job-related and possibly invasive of privacy

—  Highly inconsistent in application as selection tool

—  Subject to interviewer bias (e.g., cultural bias)

—  No feedback about selection errors

—  There is an unsubstantiated confidence in the traditional interview.

Structured interviews: 

A set of job-related questions with standardized answers

Question types used in structured interviews:

—  Situational

—  Job knowledge

—  Job sample simulation

—  Worker requirements

Behavioral interviewing: 

 Asking candidates detailed questions about specific behaviors in past job-related situations. 

Types of Structured Interview Questions