PSY 3711 1st Edition Lecture 6 Outline of Last Lecture I What is job analysis II Job description job specification and linking III How to conduct a job analysis various methods Outline of Current Lecture I Recruitment II 3 key dimensions of employer information III Personnel selection IV Correct vs incorrect hiring decisions Current Lecture I II Recruitment a Influence attraction b 3 stages of pre hire process generating applicants maintain applicant status influencing job choice c Recruitment influences the effectiveness of selection practices selection ratio d Selection ratio ratio of number of people hired to number of applicants e g 3 jobs and 4 people apply SR 75 i SR has a huge impact of the effectiveness of a selection system ii Labor force population applicant population have necessary background by using KSAO job analysis applicant pool qualified applicant offers hires 3 key dimensions of employer information a employer familiarity make people aware that the organization is a possible employer b employer reputation c employer image information d 3 determinants of source credibility trust expertise liking i current employee referral is often the more effective than formal recruitment ii most trusted friends job incumbents iii least trusted interviewers e Message content i Message specific material is more effective meaningful summer work vs poverty activist These 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 III ii Important application intentions company culture advancement opportunities work itself compensation benefits iii Important for offer acceptance location company reputation industry f Recruiters and site visits i Recruits have the potential to be more harmful than helpful 1 Applicants are turned off by aversive treatment 2 Applicants interpret recruit behavior as a signal of their chances of receiving an offer 3 Recruiter behavior appears most important when job is neither attractive nor unattractive ii Individual treatment during visits has moderate impact on job choice g Realistic job previews i Idea is to give applicants a balanced view of life and work in an organization by showing both the good and bad features ii Applicants tend to feel more well informed by FJP but potentially less likely to accept 1 RJP needs to be realistic but not pessimistic 2 Don t equally weight positive and negative information h Recruiters want to increase number and quality of applicants Personnel selection a Study and practice of identifying the best people for a job b Bottom line impact of personnel selection is relatively easy to demonstrate c Basics i People differ in quality and quantity of work produced ii Organizations want to hire people who will produce a huge amount of near perfect work iii We have to first learn something about the person to make a difference when selecting people d Methods and constructs i Careful to differentiate between the measurement method selection instrument and what is actually measured constructs vs operational measures ii We can measure the same characteristics of individuals in a number of different ways interview biographical info paper pencil test simulation iii The name we use for a selection measure can tell us close to nothing about what is measured interview vs job knowledge test IV iv The information we gather how we measure it and the method we use to combine the information is called the selection system v Deciding what we want to know about a person is a critical concern for selection vi We want information that is maximally predictive valid unbiased job relevant face valid inexpensive and quick to gather vii Where to start 1 Best place to begin is a KSAO job analysis 2 Then we want to know what about the individual is relevant for the job 3 Or look at previous research and off the shelf instruments viii Where NOT to start 1 Firm handshake test 2 If you could be a tree what kind of tree would you be 3 Horoscope graphology psychics ix Base rates the proportion of the applicant population that would be considered acceptable 50 is a pretty good rate x Both selection ratio and base rate oversimplify 1 Selection ratio people don t always apply in big groups not everyone who gets a job will take it 2 Base rate job performance is not a dichotomy continuous variable specifying acceptable vs unacceptable Correct vs incorrect hiring decisions a Hire an acceptable employee or not hiring a bad employee b Easier to get acceptable workers when i Most people are acceptable to begin with high base rate ii We can be very picky low selection ratio iii Have a great predictor of future performance c One predictor vs multiple predictors