selection presentation ii_(final)[1]
TRANSCRIPT
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Presentation II
Rachel Altner
Evelyn Botero
Rebecca Yelverton
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Brief Overview
Job overview Organization Current selection process
Effective processes Ineffective processes
Final Recommendations Improving the quality of hires Assessment tools/ measures used
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Organization
Municipal HR Organization
Small, cohesive environment Supports over 150 city workers Compliant with EEOC; has written statement on
website that they adhere to EEO laws
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Job description for the Communications Officer
(overview)
Responsibilities include:
Specialized work assisting the public. Provides vital information to law
enforcement officers. Utilizes the latest technology in the field.
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Current Selection Process
Hurdle Approach Advertise job opening through:
City website Partnership with schools Newspaper
40 applicants Diverse backgrounds
Interview 3 interviewers
Background check
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Effective Procedures
Recruit for diversity Prescreen based on a set of clearly defined
and structured criteria Use of job related questions Structured interview questions Structured “ice breakers” to get candidate
comfortable before beginning interview Provide time to learn before being tested on
location (i.e. map test)
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Effective Procedures cont…
Rely on multiple independent interviewers Enhances reliability
Consistency Realistic job preview provided Take applicants to actual call center
Introduce them to potential co-workers Commitment and Cornerstone” letter given to
provide expectations to candidates about organization and obligations to its employees
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Ineffective procedures
No formal scoring system Lack of structure in evaluating interview
responses Scoring procedures on tests may not be
appropriate for actual work being performed on job Example: Typing test given because
Communication Officers must be able to multi-task
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Class Suggestions
Improving the selection process Ex: Requirement to be located within the city
Scoring applicants instead of intuition Better assessment of person-organization fit
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Recommendations
Apply a formal scoring format Statistical analysis is better than a gut feeling
Incorporate interview rating scales of KSAs Research supports this notion “An interview format that provides a formal,
defined scoring system is superior…in terms of legal defensibility, as well as reliability and validity of interviewer judgments.” -page 518
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Recommendations cont…
Support for structured interviews
Corrected validity coefficients: 0.44, 0.57, and 0.62.
Corrected validity coefficients for unstructured interviews: 0.20, 0.31, and 0.33
Three meta-analytic studies
Implement typing test that mimics actual job behaviors Example: have
candidate scored on content of typing test, while having a conversation
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Recommendations cont…
Personality Test in Selection Process
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Reactions
Not opposed to altering selection procedure Thought more structure incorporated to post-
interview decisions would be a good idea for the future but… Haven’t had the need No complaints have been filed yet
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Take-a-ways
Valuable insight to see how a HR organization is ran (even if it is not by the book)
Created an indispensable networking connection
Educated the organization about I/O Gave us the experience of making
recommendations to the client
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Questions for the class
Do you have any other recommendations that you might have offered to our client?
Do you have any other suggestions for improving the quality of hires for this position?
What other tools might you add to aid in the selection process?
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Thank you! Have a Happy
Thanksgiving!