1
Q
What is SAP
A
- global software company
- recognises the value of hiring an autistic employee
- many people with ASD are unemployed besides being more intelligent
2
Q
steps of the selection process (5)
A
- screenning the applicants/resumes
- testing and reviewing work samples
- interviewing candidates
- checking references and backgrounds
- making a selection
3
Q
application tracking system
A
- automatic online selection for online applicants
- measures the performance of the hiring process
- helps determine if suitable candidates are being rejected
4
Q
Candidate experience
A
- critical determinant of the organizations reputation
5
Q
What makes a successful selection method (5)
A
- legal criteria
- reliable information
- valid information
- generalised information
- pratical value
6
Q
What are the legal standards
A
- selection must meet human rights and privacy requirements
- must be fair and unbiased
7
Q
what is an interview
A
- asses candidates about information related to the job
8
Q
Reliability
A
- measurement is free from error
- reliable measurements generate consistent values
- organisations use statistics (correlation)
9
Q
Validity
A
- relates to what the measure is trying to asses
- current employees are tested and then compared to previous test scores
10
Q
3 ways to measure validity
A
- criterion related validity
- content validity
-construct validity
11
Q
Criterion related validity
A
- correlation between test scores and job performance
- researchers use either predictive validation or concurrent validation
12
Q
Content validity
A
consistency between test item and situations that occur on the job
experts write or evaluate test items
13
Q
Construct validity
A
used for tests that measure abstract qualities
association between construct and job sucess
14
Q
generalised information
A
selection method should be general
15
Q
Pratical Value
A
- selection method should produce useful information that is actually beneficial to the company
- interviewing and testing is costly
16
Q
Applications forms (benefits)
A
- low cost way to gather information
- contract information
- work experience
-educational background - applicants signature
17
Q
Resumes
A
- submitted by the applicant to introduce himself
-applicants control content - inexpensive way to gather information
18
Q
References
A
- names
-may have legal issues - contact info of people who can confirm their past job performance
- biased (applicants only choose people that would say good things about them)
19
Q
Background check
A
- verify that applicants are who they say they are
- there’s a lot of false information on resume’s
- should check criminal background
-social media background
20
Q
Types of employment tests (6)
A
- physical ability
- cognitive ability
- job performance
- personality inventories
- honesty, alcohol, drug tests
- medical examinations
21
Q
Interviews types (6)
A
- non directive
- structured
- situational
- behavioural
- panel
- digital
22
Q
advantages of interviews
A
- provides evidence of communication and interpersonal skills
- gain insight of the candidates personality
23
Q
disadvantages of interviews
A
- costly
- can be low in validity
- risk of discrimination
- subjectively and potentially biased
- can be unreliable
24
Q
What makes a good interview
A
- standardised with prepared questions
- comfortable for the participant
- in a quiet space
- focused on the job
- enough time to discuss all topics related to the job and ask questions
25
Selection decisions (2)
- multiple hurdle model (eliminates candidates at each stage)
-compensatory model (a very high score on 1 assessment can make a low score on another)
26
who makes the selection decisions
- Immediate manager
- Supervisor
-HR specialist
-Work team
-Hiring algorithm
27
Who communicates the decision
- HR department
28
What should a job offer include
- job responsibilities
-salary
-work schedule
-starting/ending date
-etc
Human resources
flashcards
Decks in class (10)
# Cards
