The document discusses various aspects of staffing and selecting employees, including: 1) The typical selection process involves limiting applicants, screening, testing, interviewing, checking backgrounds, and making job offers. 2) Legal concerns around equal employment opportunity, testing, interviews, and background checks must be considered. 3) Selection methods aim to evaluate person-job fit and person-organization fit through tools like structured interviews, references, and assessing skills, abilities, and personalities.

1. Human Resource Management TENTH EDITON Selecting and Placing Human Resources © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Chapter 8 SECTION 2 Staffing the Organization Robert L. Mathis  John H. Jackson

6. Typical Division of HR Responsibilities: Selection Figure 8 –1

9. Person-Organization Fit Figure 8 –2

11. Job Performance, Selection Criteria, and Predictors Figure 8 –3

14. Selection Process Flow Chart Figure 8 –4

15. Limiting Who Becomes an Applicant Figure 8 –5

20. Sample Application Form Figure 8 –6a

21. Sample Application Form (cont’d) Figure 8 –6b

25. Types of Pre-Employment Testing Used Figure 8 –7 Source: Human Resource Executive , January 2001, 37. Used with permission.

27. Big Five Personality Characteristics Figure 8 –8

31. Types of Selection Interviews Figure 8 –9

35. Who Does Interviews Video Interviewing Individuals Panel Interviews Team Interviews Interviews

37. Common Selection Interview Questions Figure 8 –10

38. Problems in the Interview Problems in the Interview Halo Effect Snap Judgments Negative Emphasis Biases and Stereotyping Cultural Noise

39. Reliability and Validity in Interviews Face Validity Interrater Reliability Intrarater Reliability Interview Reliability and Validity Issues

45. Background Investigation Sources Figure 8 –11 Source: Based on Pinkerton, Top Security Threats and Management Issues Facing Corporate America Year 2000 Survey of Fortune 1000 Companies.