Chapter 6 Discussion Posts

1. Concept and Brief Description
2. Emotional Hook (provocative question/claim/real-life problem)
3. Key Points to Elicit in Discussion
4. Facilitative Questions

1 This chapter focused on the selection and hiring process. Again I am surprised at how detailed and in depth all of these processes are. I always just assumed they existed on their own. I never really thought about the fact that someone creates and implements them. The purpose of the interview process is to find and hire the best applicants quickly and cheaply. The process starts at screening, goes through testing and interviewing, and ends with making a selection. Throughout the process you need to ensure that you are being compliant with legal requirements. Different organizations have created laws that make it illegal for you to discriminate against protected classes.

2 Do feel the traditional method of interviewing potential candidates is the most effective? Why or why not?

3 This chapter talks about four types of “validities.” These are: predictive, concurrent, content, and construct. These validities have to do with testing applicants rather than just interviewing them. In predictive testing, test scores of applicants are compared to test scores of employees test scores to try and predict future performance. Concurrent consists of testing people who already have a job. It seems that testing is a more effective method of determining the potential for success within prospective applicants.

4 Have you ever applied for a job that required a test? Was it an aptitude test? (an assessment of how well you can learn and acquire new skills.) or an achievement test (used to measure your existing knowledge and skills?) Did you feel the test was effective? Have you ever “bs’ed” through an interview? (said what you knew the interviewer wanted to hear, etc.)

Reflection

Today's discussion focused on methods of recruiting and bringing people into the company. You try and get as large as an applicant pool as you can. Some companies then test. Many do not test because its time consuming. However, a company should consider carefully before they do this. Testing can be the best process to determine the best employee that with have the best fit within a specific job within your company. After the interview, you do your due diligence then make your decision. This process seems to be the most frequently used from my experience. I imagine as well that this process has been going on for quite some time as well.