CHAPTER 7 Selection Processes and Procedures 175 HR REASONING AND DECISION-MAKING EXERCISES EXERCISE 7.1: SELECTION SYSTEMS FOR HIRING You are working for a regional coffee chain, Al Bar. Currently, the company has 900 employees, but it is expanding The CEO would like to be more systematic in the approach to hiring new baristas, Al Bar also needs a valid but practical and cost-effective approach given the large number of new hires expected in the coming years. A glance at the O'NET database shows the following sorts of skills are typically required of barista Take orders from customers and give orders to coworkers for preparation Prepare beverages such as espresso drinks, coffee, and tea. Clean work area and equipment Describe items on the menu to customers and suggest menu items that they might like. Take customer payments. You have been asked to propose a new selection system for hiring baristas. Questions 1. Which selection procedures would make the most sense for hiring baristas? Weigh each of your suggested selection procedures in terms of (a) validity. (b) enhancing workforce diversity. (e) utility, and (d) upplicant reactions. 2. Once you have chosen your selection procedures, in what order would you administer the selection proce dures? Would you administer them in person or online (or some combination)? Explain why Assuming that you would use an interview at some point in the process, what would be some good interview questions? Would you use an unstructured interview, a behavioral interview, a situational interview, or some combination? Explain why. Which selection procedures would you definitely not use for the barista job? TEST FOR ng process, way. Finally, applicants want to person signals to the applicant that cold relation- mips prevail in the organization. These results have been found across countries and cultures. aving been found in North America, Europe, South America, and Asia. A summary of ame of the key factors that affect job applicants perceptions is presented in Table 7.6. TABLE 7.6 Characteristics of Selection Systems That Have Been found to Affect Applicant Perceptions and Behaviors SELECTION PROCEDURE CHARACTERISTICS Job-relatedness DEFINITION Opportunity to perform The selection procedure is either obviously related to the job le... a wote sample) or the applicant understands that it is important to the job led, a test of agreeableness and extraversion for a customer service job). The selection procedure gives the applicants a feeling that they can show what they know or "show what they can do relative to what is required for the job. The applicant is treated with respect by people from the organization. This might include respect in communications with the applicant, both written and Interpersonal treatment in person, and letting the applicant know the final outcome leg. the employer lets the applicant know if they got the job rather than simply saying nothing. Feedback timeliness Applicants are given the results of the application process in a timely manner. Consistency Applicants are all treated in a consistent manner. Sources: Based on information contained in Bauer, T. N., Truxillo, D. M. Sanchez, R. J. Craig J. Ferrara, P. Campion. M.A. (2001). Applicant reactions to selection: Development of the selection Procedural Justice Scuole (Spis. Personnel Asychology, 54, 387-419; Gilland, S. W. (1993). The perceived fairness of selection systems. An organizational justice perspective. Academy of Management Review, 18, 694-734; Hausknecht, I. P. Day, D.V. & Thomas, S. G. (2008. Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology, 57, 630-68