0 5. Topic 5 Overview: Selecting Human Resources
100 5.1 Selection - Criteria, Predictors and Job Performance, Validity, Reliability and Combining Predic...
0 5.2 Selection Responsibilities
100 5.3 Selection Process - Applicant Job Interest, Realistic Job Previews and Pre-employment Screening
0 5.4 Selection Process - Applicant Forms, Selection Testing and Selection Interviewing
0 5.5 Selection Process - Background Investigation, Medical/Physical Examination and Making the Job Of...
0 5.6 Global Staffing
0 5.7 Topic 5 Summary
0 5.8 Reinforcing Activity: Selection Process
0 6. Topic 6 Overview: Training Human Resources
0 6.1 Nature of Training and Training Categories
0 6.2 Training and Organisational Strategy
0 6.3 Analysis of Training Needs and Establishing Training Objectives and Priorities
0 6.4 Training Design - Learner Readiness, Learning Styles and Transfer of Training
0 6.5 Training Delivery - Internal and External Training, Combination of Training Approaches, Orientat...
0 6.6 Training Evaluation - Level of Evaluation and Training Evaluation Designs
0 6.7 Topic 6 Summary
0 6.8 Reinforcing Activity: Training Procedures
100 Completed

11 % completion in module progress

5.1 Selection - Criteria, Predictors and Job Performance, Validity, Reliability and Combining Predictors

Overview

Previously
We learnt about recruiting in labour markets.

In this section
We learn about selection in terms of criteria, predictors and job performance, validity, reliability and combining predictors.

At the end of this section, you will be able to:

Understand selection in terms of criteria, predictors and job performance, validity, reliability and combining predictors

Introduction

A crucial aspect of human resource management, the selection procedure identifies qualified candidates for open positions.

Validity and reliability are crucial factors in ensuring that recruiting decisions are accurate and consistent.

Interviews, tests, as well as background checks assist in evaluating the suitability of candidates while respecting their privacy and averting bias.

Selection

Effective employee selection requires the use of criteria and indicators that accurately measure job performance.

Criteria, Predictors and Job Performance

Click on the yellow buttons below to identify the requirements of a successful selection process.

Forms of predictors include application forms, examinations, interviews, educational credentials, and years of experience.

Nevertheless, these methods should only be used if they have been proven as accurate predictors of particular job performance.

For more details, kindly refer to the following video:

Test Partnership [@testpartnership]. (2023, January 20). What is criterion validity? Youtube. https://www.youtube.com/watch?v=e7eBSAu_rUA Links to an external site.

Validity

Several kinds of validity have been used in their selection procedures, including:

Reliability

Combining Predictors

These predictors may include "minimum three years of experience," "Bachelor’s or Master’s degree," as well as "acceptable grades on aptitude tests."

Furthermore, companies utilises multiple predictors to guarantee a comprehensive evaluation of prospective candidates throughout their selection process.