Saturday, December 28, 2019

Selection and Recruitment - 5933 Words

EMPLOYMENT RECRUITMENT AND DEVELOPMENT CRITICAL LITERATURE REVIEW CRITICALLY EVALUATE VARIOUS SCREENING AND SELECTION METHODS AND RECOMMEND A SCREENING AND SELECTION PROGRAMME FOR YOUR DEPARTMENT This paper will critically evaluate and explore the key tools and techniques that are used in selection and recruitment process by the organizations. Organizations have infact, a vast range of tools to consider in screening and selecting a workforce. This paper will analyze the theoretical principles behind the relevant screening and selection method and then apply the theories to the Jandal Air Call Centre. The first section of this paper defines and describes the key concepts of validity, predictive validity, utility and reliability†¦show more content†¦Predictive validity is the ability of a measure to predict future job performance (Schmidt Hunter, 1998). Low validity refers to validity in the range of about 0.00 to 0.15. Moderate validity corresponds to validity in the range of about 0.16 to 0.30 and high validity is 0.31 and above (Heneman Judge, 2006). The Validity and Utility of Selection Methods Schmidt and Hunter (1998) pointed out that the most important element of any personnel assessment method is predictive validity, which is the ability to predict future job performance, job-related learning and other criteria. According to Schmidt Hunter (1998), the predictive validity coefficient is directly proportional to the practical economic value which is also called utility of the assessment method. The research on personnel psychology conducted within 85years revealed that the validity of measures of 19 different selection methods are used in decision making on hiring, training and development assignments. However, some of these procedures work well and some do not work well. Determinants of Practical Value (Utility) of Selection Methods Validity of a hiring model and the variability of job performance are the determinants of its practical value which is the utility Schmidt and Hunter, (1998). Furthermore, it says that at one extreme, if the variability is zero, then all applicants would have the same level ofShow MoreRelatedRecruitment, Selection, And Selection Essay1685 Words   |  7 PagesThe topics I am going to discuss in this assignment are Recruitment and Selection. According to Foot and Hook (2011:161), ‘’Recruitment is commonly referred to as the attraction phase (e.g. Murphy, 2008b) and can be further defined as all activities directed towards locating potential employees, stimulating the interests of potential applicants and attracting applications from suitable candidates’’. 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