"Chapter 7: EmployeeselectionLearning outcomes • On successful completion of this slide set, you will beable to:– Explain strategic selection – Explain the need for validation of employeeselection procedures – Describe major research findings on selection – Evaluate use of psychological tests in selection – Outline the factors that make for successful selectioninterviewing – Discuss the compensatory and successive hurdlesapproaches to selection.FastFacts • 79 per cent of job seekers are ‘turned off’ by employerswho prolong selection process. • Australian employers are less likely to interview aperson with a Chinese, Middle Eastern or Aboriginalname for a job (even if their CV is identical to someonewith an Anglo-Saxon name). • Tall security guards were discreetly advised not to applyfor a job guarding the 5ft 5in tall former Frenchpresident Nicolas Sarkozy. What are the implications of these FastFacts?Strategic selection • Selection – The process of choosing the best qualifiedcandidate/s from a group of applicants.• Strategic selection – Linking of selection activities to organisation’sstrategic business objectives and culture. • Selection criteria – Key factors in making a decision to hire or not to hirea person. May include qualifications, experience,special skills, abilities or aptitudes. They should bejob-related.Candidate fitSelection policy– some factors to consider • EEO • Quality of people • Sources of people • Management roles • Selection techniques • Employment consultants • Industrial relations • Legal issues • Organisational strategic business objectives • Costs • Social acceptanceValidity • Validity – The ability of a test or other selection technique tomeasure what it sets out to measure. • The correlation coefficient – Positive, negative, high and low – Typical range 0.20–0.50 – 1.0 is a perfect score – Zero is no relationship • Two basic approaches used by HR Managers: – concurrent validity and predictive validityReliability • Reliability – The extent to which a measure (for example a test) isconsistent and dependable.– Types • Test-retest • Split halves • Parallel formsSteps in the selection processElectronic applications • Companies are increasingly using internet technologyfor high-tech, graduate and high, large volumeappointments. • Social networking sites (i.e. Facebook, LinkedIn) areused as screening devices and sources of informationabout job applicants. • The challenge for HR managers is to make appointmentdecisions based on consistent and non-discriminatoryinformation."