外企人才篩選講義(英文版)

SELECTIONSELECTIONIS

PREDICTIONOFTHESUCCESSFULCANDIDATESELECTIONSEPARATESTHOSETHATCOULDDOTHEJOBFROMTHOSETHATCANANDWILLDOTHEJOB第一頁第二頁，共32頁。CHAPTEROBJECTIVES1.Defineselection.2.Identifytheenvironmentalfactorsthataffecttheselectionprocess.3.Describethegeneralselectionprocess.4.Explaintheimportanceofthepreliminaryinterview.5.Identifythetypeofquestionsthatshouldbeaskedonanapplicationform.6.Describethebasicconditionsshouldbemetifselectiontestsaretobeusedinthescreeningprocess.第二頁第三頁，共32頁。CHAPTEROBJECTIVES(CONTINUED)7.Explainthetypesofvalidationstudies.8.Describetypesofemploymenttests.9.Identifythetypesofinformationthatshouldbegainedfromtheinterview.10.Describethebasictypesofinterviewing.11.Describethevariousmethodsofinterviewing.12.Definearealisticjobpreview.13.Explainthelegalimplicationsofinterviewing.第三頁第四頁，共32頁。CHAPTEROBJECTIVES(CONTINUED)14.Explainwhyreferencechecksandbackgroundinvestigationsareconducted.15.Explainnegligenthiringandretention.16.Explainthereasonsforpre-employmentphysicalexaminations.第四頁第五頁，共32頁。THESELECTIONPROCESSRecruitedIndividualsPossibleApplicantRejectionatAnyStagePreliminaryInterviewReviewofApplications&ResumesSelectionTestsEmploymentInterviewsReference&BackgroundChecksSelectionDecisionPhysicalExaminationEmployedIndividual第五頁第六頁，共32頁。ENVIRONMENTALFACTORSAFFECTINGTHESELECTIONPROCESSLegalConsiderationsSpeedofDecisionMakingOrganizationalHierarchyApplicantPoolTypeofOrganizationProbationaryPeriod第六頁第七頁，共32頁。THESELECTIONPROCESSINVOLVES:PreliminaryInterviewsReviewofApplications&ResumesSelectionTestsEmploymentInterviewsReference&BackgroundChecksSelectionDecisionPhysicalExamination第七頁第八頁，共32頁。REVIEWOFAPPLICATIONSEvaluatesApplicationstoIsolateAnApparentMatchBetweentheIndividual&thePositionCanBeaRealTime-saverEssentialInformationisinaStandardizedFormat第八頁第九頁，共32頁。REVIEWOFRESUMESACommonMethodApplicantsUsetoPresentQualificationsMayNotbeRequiredbyProspectiveEmployersFrequentlySubmittedbyJobSeekers第九頁第十頁，共32頁。PRELIMINARYINTERVIEWInitialApplicantScreeningtoRemoveIndividualsWhoObviouslyDoNotMeetthePositionRequirementsAFewStraightforwardQuestionsareAskedMaybeWellQualifiedtoWorkinOtherOpenPositions第十頁第十一頁，共32頁。CHARACTERISTICSOFPROPERLYDESIGNEDSELECTIONTESTSStandardizationObjectivityNormsReliabilityValidity第十一頁第十二頁，共32頁。TYPESOFVALIDATIONSTUDIESCriterion-relatedValidityContentValidityConstructValidityCutoffScores第十二頁第十三頁，共32頁。TYPESOFEMPLOYMENTTESTSCognitiveAptitudeTestsPsychomotorAbilitiesTestsJobKnowledgeTestsWork-sampleTests(Simulations)VocationalInterestTests第十三頁第十四頁，共32頁。TYPESOFEMPLOYMENTTESTS(CONTINUED)PersonalityTestsDrugTestingGeneticTestingTestingforAcquiredImmuneDeficiencySyndrome(AIDS)第十四頁第十五頁，共32頁。

CONTENTOFTHEEMPLOYMENTINTERVIEW:AGOAL-ORIENTEDCONVERSATIONINWHICHTHEINTERVIEWER&APPLICANTEXCHANGEINFORMATIONOccupationalExperienceAcademicAchievementInterpersonalSkillsPersonalQualitiesOrganizationalFit第十五頁第十六頁，共32頁。TYPESOFINTERVIEWSUnstructured(Nondirective)InterviewStructured(DirectiveorPatterned)InterviewBehaviorDescriptionInterviewing第十六頁第十七頁，共32頁。TYPESOFSTRUCTURED(DIRECTIVEORPATTERNED)INTERVIEWQUESTIONS

SituationalQuestionsJobKnowledgeQuestionsJob-sampleSimulationQuestionsWorkerRequirementsQuestions第十七頁第十八頁，共32頁。

METHODSOFINTERVIEWINGOne-On-OneInterviewGroupInterviewBoardInterviewStressInterview第十八頁第十九頁，共32頁。METHODSOFINTERVIEWING

(CONTINUED)VideotapedInterviewComputerInterviewRealisticJobPreviews第十九頁第二十頁，共32頁。KEYSTOINTERVIEWSYOUWANTTHECANDIDATETOSHOWHOWREALLYGOODHEISGIVEEACHCANDIDATETHESAMEQUESTIONSANDSAMETIMECONSIDERRECORDINGTHEINTERVIEW第二十頁第二十一頁，共32頁。LEGALIMPLICATIONSOFINTERVIEWINGAccordingtotheUniformGuidelines,theInterviewisaTestSubjecttotheSameValidityRequirementsasAnyOtherStepintheSelectionProcess,ShouldAdverseImpactbeShownConstraintPresentsSpecialDifficulties第二十一頁第二十二頁，共32頁。BACKGROUNDINVESTIGATIONSSeekDataFromReferencesSuppliedbytheApplicantIntensityofBackgroundInvestigationsDependsontheLevelofResponsibilityInherentinthePosition第二十二頁第二十三頁，共32頁。BACKGROUNDINVESTIGATIONS

PRIMARYSOURCE:PreviousEmployerPOTENTIALPROBLEMS:NegligentHiringNegligentRetentionInvasionofPrivacy第二十三頁第二十四頁，共32頁。NEGLIGENTHIRINGANDRETENTIONHasBecomeaCriticalConcernintheSelectionProcessAnEmployerCanbeHeldResponsibleforanEmployee'sUnlawfulActsIfItDoesNotReasonablyInvestigateApplicants'BackgroundsThenAssignsPotentiallyDangerousPersonstoPositionsWhereTheyCanInflictHarm第二十四頁第二十五頁，共32頁。NEGLIGENTHIRINGANDRETENTION

(CONTINUED)LiabilityExistsforanEmployerEveniftheEmployee'sActionsarenotJobRelatedNegligentRetentionInvolvesKeepingPersonsonthePayrollWhoseRecordsIndicateStrongPotentialforWrongdoing第二十五頁第二十六頁，共32頁。POLYGRAPHTESTSPurposeWastoConfirmorRefutetheInformationContainedintheApplicationBlankEmployeePolygraphProtectionActof1988SeverelyLimitedtheUseofPolygraphTestsinthePrivateSector第二十六頁第二十七頁，共32頁。THESELECTIONDECISIONMostCriticalStepofAllPersonWhoseQualificationsMost