Lecture on Selection in the Supply Chain and HR

Introduction

• Recruitment as a request for proposal
• Selection as narrowing down the best supplier of talent
• Importance of qualified employees for organizational success
• Goal: matching the right person with the right job

Selection Process

• Focuses on applicant's knowledge, skills, and abilities (KSAs)
• Includes candidate's motivation and needs
• Person-Environment Fit (PE Fit): critical for job performance and satisfaction

Types of Fit

• Person-Organization Fit: cultural and value alignment
• Person-Group Fit: dynamics within a work unit and effective teamwork
• Person-Job Fit: matching individual skills and motivations with job requirements

Responsibilities in Selection

• Varies between companies; HR vs. managerial roles
• Centralized HR can improve legal compliance and consistency

Selection Science

• Selection criteria: characteristics needed for job duties
• Predictors of performance: reliability and validity
  • Reliability: consistency of results
  • Validity: accuracy of what the test measures

Validity Types

• Criterion-Related Validity: relationship between test scores and job performance
  • Concurrent Validity: uses current employees
  • Predictive Validity: compares applicant scores to future performance

Selection Process Elements

• Realistic Job Previews: accurate job descriptions for candidates
• Pre-Employment Screening: electronic assessment tools, background checks
• Social Media Screening: controversial and potentially discriminatory

Application Forms

• Serve multiple purposes including as a legal document
• Important to include disclaimers and avoid illegal questions

Selection Tests

• Types: ability, cognitive, physical, situational, and personality tests
• Assessment Centers: comprehensive evaluation process

Interviewing Techniques

• Structured vs. unstructured interviews
• Importance of interviewer training to avoid biases
• Structured Interview: prepared questions for consistency

Interview Problems

• Halo effect, similarity bias, and unconscious bias
• Legal considerations in interview questions

Background Checks

• Important for legal compliance and avoiding negligent hiring
• Must be relevant to the job and comply with laws

Global Assignments

• Importance of fit in international roles
• Key competencies: cultural adjustment, communication skills, organizational knowledge

Conclusion

• Selection processes are crucial for organizational success
• Must balance science and art in selection decisions