BUS-Z 302 1st Edition Lecture 14Outline of Last Lecture I. Expectancy TheoryII. Why low motivation?III. Mountain Jacks ExampleIV. Kids Being Absent from ClassV. Overview of Performance ManagementVI. Performance Evaluation CriteriaOutline of Current Lecture VII. High Impact SelectionVIII. Role Performance and ExpectationsIX. Key issues in RecruitingX. Selection OptionsXI. How to choose a selection methodXII. Improving InterviewsXIII. The STAR ApproachXIV. Key Lessons for SelectionCurrent Lecture- High Impact Selection o Clarify The ContextThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.o Define The Roleo Know Yourself and the Lawo Establish A Process Standardizeo Select the Methods Pick Valid Measureso Structure Your Interviews- Role Performance and Expectationso What is the role in question, and what are the performance expectations?  TDR – tasks, duties, and responsibilitieso Describe the Knowledge, Skills, and Abilities (KSA’s) required to perform the TDRs- Key Issues in Recruitingo Realistic Job Previewso Employee referrals o The importance of Organizational Image- Selection Optionso Predictors  Work Samples – mini replicas of the work being selected for – i.e., internships, tryouts Cognitive Ability Tests Reference letters Biographical data (bio-data) Interviews  structured/unstructured; # of interviewers; STAR – situation, task, action, result- How to choose a selection method?o Validity – predicting performance?o Fairness – avoids discrimination?o Applicability – Cost? Can be used feasibly within the context o Face Validity – Does it seem fair to applicants?- Improving the Interviewo Traditional Unstructured Interview has low validity o Yet Very Popular “No one wants to hire without an interview” o Why such low validity & what to do?o Standardize the format/questions/response ratingso Use multiple interviewers o Structure the Interview to include higher validity predictors  tests work sampleso Example: Case Interviews- The STAR Approacho Situationo Tasko Actiono Result- Key Lessons for Selectiono Focus on Behaviors & Resultso Look for ways to include multiple sources of informationo Use The Most Valid Predictorso Improve The Interviewo Use STARo Use good selection practice to your advantage as a