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LEARNING OUTCOME 1 Selection is the process of candidate's previous work experiences. Regardless of choosing individuals who have relevant qualifica- the technique chosen, those who conduct interviews tions to fill existing or projected job openings. The should receive special training to acquaint them with selection process should start with a job analysis. interviewing methods and EEO considerations. The Research shows that complete and clear job speci- training should also make them more aware of the fications help interviewers differentiate between nature of the job and its requirements. qualified and unqualified applicants and reduces the effect of an interviewer's biases and prejudices. The LEARNING OUTCOME A Preemployment tests are more number of steps in the selection process and their objective than interviews and can give managers a sequence will vary, not only with the organization, fuller sense of the capabilities of different candidates. but also with the type and level of jobs to be filled. A wide range of tests exists. Cognitive ability tests are especially valuable for assessing verbal, quantita- LEARNING OUTCOME 2 The employee selection pro- tive, and reasoning abilities. Personality and interest cess should provide as much reliable and valid in tests are perhaps best used for placement or career formation as possible about applicants so that their development. Job knowledge and work sample tests qualifications can be carefully matched with the job's are achievement tests that are useful for determining specifications. The information that is obtained whether a candidate can perform the duties of the should be clearly job-related or predict success on the job without further training. Physical ability tests can job and free from potential discrimination. Reliabil be used to prevent accidents and injuries, particularly ity refers to the consistency of test scores over time for physically demanding work. However, they must and across measures. Validity refers to the accuracy not be used if they have a disparate impact on can of the measurements taken. Validity can be assessed didates in protected classes. Medical examinations in terms of whether the measurement is based on and drug tests can only be legally administered after a job specification content validity), whether testa conditional offer of employment has been made. scores correlate with performance criteria (predictive validity), and whether the test accurately measures LEARNING OUTCOME 5 In the process of making deci what it purports to measure (construct validity). sions, all "can-do" and "will-do" factors should be assembled and weighted systematically so that the LEARNING OUTCOME 3 Interviews are customarily used final decision can be based on a composite of the in conjunction with rsums, application forms, most reliable and valid information. Although the biographical information blanks, references, back clinical approach to decision-making is used more ground investigations, and various types of preem- than the statistical approach, the former lacks the ac- ployment tests. Despite problems with its validity, curacy of the latter. Compensatory models allow a the employment interview remains central to the candidate's high score on one predictor to make up selection process. Depending on the type of job, ap- for a low score on another. When the multiple cut- plicants could be interviewed by one person, mem off model is used, only those candidates who score bers of a work team, or other individuals in the above a minimum cutoff level remain in the run organization. Structured interviews have been found ning. A variation of the multiple cutoff is the mul- to be better predictors of the performance of job tiple hurdle model, which involves several stages and applicants than nonstructured interviews. Some in cutoff levels. Whichever of these approaches is used, terviews are situational and can focus on hypotheti- the goal is to select a greater proportion of individu cal situations or actual behavioral descriptions of a als who will be successful on the job