Screening Method

Honelako gehiago

New Map

by Robert Njugi

unit 21

by Nathan smith

Auth

by Ivan Kayzer

Psicología

by Natalia Sanchez

Screening Method

• Background Checks

• Check three references • Ask for different types of references • Ask about past job performance • Ask questions on recent job performance • Avoid personal references • Verify all licences and degrees • Check references by telephone • Avoid “closed” questions • Use qualified professionals or trained staff to check references • Avoid invasive/discriminatory questions

• Reference Checks

• Information gathered about a job candidate from supervisors, coworkers, clients, or other people named as references by the candidate • The information is usually collected from the references through telephone interviews • Reference checks: many employers are hesitant to make strong, negative statements about current or former employees; they may be afraid of a lawsuit • Check references regarding job titles, duties and responsibilities, and when the applicant was employed. • Telephone references most popular as people are often reluctant to put references in writing.

• Résumés

Intent of the résumé is to introduce the applicant to the organization through a brief, written self- description Applicants voluntarily provide autobiographical information in their résumés Résumés are not standardized Résumés are unique Electronic résumés are more popular today

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• Weighted application blanks: a method for quantitatively combining information from application blank items by assigning weights that reflect each item’s value in predicting job success • Criterion measures: measures of employee work-related outcomes typically important to an organization, including, for example, turnover, absenteeism, and supervisory ratings, are used to establish the validity of screening and selection tools.