外企人才筛选讲义(英文版)

SELECTIONSELECTIONIS

PREDICTIONOFTHESUCCESSFULCANDIDATESELECTIONSEPARATESTHOSETHATCOULDDOTHEJOBFROMTHOSETHATCANANDWILLDOTHEJOB第一页第二页，共32页。CHAPTEROBJECTIVES1.Defineselection.2.Identifytheenvironmentalfactorsthataffecttheselectionprocess.3.Describethegeneralselectionprocess.4.Explaintheimportanceofthepreliminaryinterview.5.Identifythetypeofquestionsthatshouldbeaskedonanapplicationform.6.Describethebasicconditionsshouldbemetifselectiontestsaretobeusedinthescreeningprocess.第二页第三页，共32页。CHAPTEROBJECTIVES(CONTINUED)7.Explainthetypesofvalidationstudies.8.Describetypesofemploymenttests.9.Identifythetypesofinformationthatshouldbegainedfromtheinterview.10.Describethebasictypesofinterviewing.11.Describethevariousmethodsofinterviewing.12.Definearealisticjobpreview.13.Explainthelegalimplicationsofinterviewing.第三页第四页，共32页。CHAPTEROBJECTIVES(CONTINUED)14.Explainwhyreferencechecksandbackgroundinvestigationsareconducted.15.Explainnegligenthiringandretention.16.Explainthereasonsforpre-employmentphysicalexaminations.第四页第五页，共32页。THESELECTIONPROCESSRecruitedIndividualsPossibleApplicantRejectionatAnyStagePreliminaryInterviewReviewofApplications&ResumesSelectionTestsEmploymentInterviewsReference&BackgroundChecksSelectionDecisionPhysicalExaminationEmployedIndividual第五页第六页，共32页。ENVIRONMENTALFACTORSAFFECTINGTHESELECTIONPROCESSLegalConsiderationsSpeedofDecisionMakingOrganizationalHierarchyApplicantPoolTypeofOrganizationProbationaryPeriod第六页第七页，共32页。THESELECTIONPROCESSINVOLVES:PreliminaryInterviewsReviewofApplications&ResumesSelectionTestsEmploymentInterviewsReference&BackgroundChecksSelectionDecisionPhysicalExamination第七页第八页，共32页。REVIEWOFAPPLICATIONSEvaluatesApplicationstoIsolateAnApparentMatchBetweentheIndividual&thePositionCanBeaRealTime-saverEssentialInformationisinaStandardizedFormat第八页第九页，共32页。REVIEWOFRESUMESACommonMethodApplicantsUsetoPresentQualificationsMayNotbeRequiredbyProspectiveEmployersFrequentlySubmittedbyJobSeekers第九页第十页，共32页。PRELIMINARYINTERVIEWInitialApplicantScreeningtoRemoveIndividualsWhoObviouslyDoNotMeetthePositionRequirementsAFewStraightforwardQuestionsareAskedMaybeWellQualifiedtoWorkinOtherOpenPositions第十页第十一页，共32页。CHARACTERISTICSOFPROPERLYDESIGNEDSELECTIONTESTSStandardizationObjectivityNormsReliabilityValidity第十一页第十二页，共32页。TYPESOFVALIDATIONSTUDIESCriterion-relatedValidityContentValidityConstructValidityCutoffScores第十二页第十三页，共32页。TYPESOFEMPLOYMENTTESTSCognitiveAptitudeTestsPsychomotorAbilitiesTestsJobKnowledgeTestsWork-sampleTests(Simulations)VocationalInterestTests第十三页第十四页，共32页。TYPESOFEMPLOYMENTTESTS(CONTINUED)PersonalityTestsDrugTestingGeneticTestingTestingforAcquiredImmuneDeficiencySyndrome(AIDS)第十四页第十五页，共32页。

CONTENTOFTHEEMPLOYMENTINTERVIEW:AGOAL-ORIENTEDCONVERSATIONINWHICHTHEINTERVIEWER&APPLICANTEXCHANGEINFORMATIONOccupationalExperienceAcademicAchievementInterpersonalSkillsPersonalQualitiesOrganizationalFit第十五页第十六页，共32页。TYPESOFINTERVIEWSUnstructured(Nondirective)InterviewStructured(DirectiveorPatterned)InterviewBehaviorDescriptionInterviewing第十六页第十七页，共32页。TYPESOFSTRUCTURED(DIRECTIVEORPATTERNED)INTERVIEWQUESTIONS

SituationalQuestionsJobKnowledgeQuestionsJob-sampleSimulationQuestionsWorkerRequirementsQuestions第十七页第十八页，共32页。

METHODSOFINTERVIEWINGOne-On-OneInterviewGroupInterviewBoardInterviewStressInterview第十八页第十九页，共32页。METHODSOFINTERVIEWING

(CONTINUED)VideotapedInterviewComputerInterviewRealisticJobPreviews第十九页第二十页，共32页。KEYSTOINTERVIEWSYOUWANTTHECANDIDATETOSHOWHOWREALLYGOODHEISGIVEEACHCANDIDATETHESAMEQUESTIONSANDSAMETIMECONSIDERRECORDINGTHEINTERVIEW第二十页第二十一页，共32页。LEGALIMPLICATIONSOFINTERVIEWINGAccordingtotheUniformGuidelines,theInterviewisaTestSubjecttotheSameValidityRequirementsasAnyOtherStepintheSelectionProcess,ShouldAdverseImpactbeShownConstraintPresentsSpecialDifficulties第二十一页第二十二页，共32页。BACKGROUNDINVESTIGATIONSSeekDataFromReferencesSuppliedbytheApplicantIntensityofBackgroundInvestigationsDependsontheLevelofResponsibilityInherentinthePosition第二十二页第二十三页，共32页。BACKGROUNDINVESTIGATIONS

PRIMARYSOURCE:PreviousEmployerPOTENTIALPROBLEMS:NegligentHiringNegligentRetentionInvasionofPrivacy第二十三页第二十四页，共32页。NEGLIGENTHIRINGANDRETENTIONHasBecomeaCriticalConcernintheSelectionProcessAnEmployerCanbeHeldResponsibleforanEmployee'sUnlawfulActsIfItDoesNotReasonablyInvestigateApplicants'BackgroundsThenAssignsPotentiallyDangerousPersonstoPositionsWhereTheyCanInflictHarm第二十四页第二十五页，共32页。NEGLIGENTHIRINGANDRETENTION

(CONTINUED)LiabilityExistsforanEmployerEveniftheEmployee'sActionsarenotJobRelatedNegligentRetentionInvolvesKeepingPersonsonthePayrollWhoseRecordsIndicateStrongPotentialforWrongdoing第二十五页第二十六页，共32页。POLYGRAPHTESTSPurposeWastoConfirmorRefutetheInformationContainedintheApplicationBlankEmployeePolygraphProtectionActof1988SeverelyLimitedtheUseofPolygraphTestsinthePrivateSector第二十六页第二十七页，共32页。THESELECTIONDECISIONMostCriticalStepofAllPersonWhoseQualificationsMost