人力资源管理双语教学课件05选拔.ppt

5-2TheSelectionProcessApplicationFormPreliminaryInterviewFormalTestingSecondorFollow-upInterviewReferenceCheckingPhysicalExaminationMakingtheFinalSelectionDecisionAptitudeTestsPsychomotorTestsJobKnowledgeTestsProficiencyTestsInterestTestsPersonalityTestsCognitiveAbilityTestsPolygraphTestsGraphologyTestsDrugandAIDSTestingGeneticTestingSelectingprocess接见候选人：身体检查:初步筛选:申请表和面试初步面谈:面试类型甄选决策背景和推荐核查:学历、经历等录用：测试:各种测试深入面谈:5-3SelectingMethodsResumeApplicationFormInterviewPsychologicalTesting(includingCognitiveAbilityTests)PsychomotorTests运动能力测试(i.e.physicalabilitytests)JobKnowledgeTestsManagementAssessmentCentersBackgroundInvestigationsReferenceChecks(推荐资料核查)PolygraphTests(honestytesting)测谎仪Graphology笔记分析DrugScreening药物测试GeneticTesting基因测试InteresttestPersonalitytestIntelligencetestAptitudetests(能力倾向测试)筛选申请表：EEOCRequirementsProcessingAccuracyofInformationApplicantFlowRecord筛选简历：分析简历结构重点看客观内容判断是否符合标准审查简历的逻辑性对简历的整体印象5-3-1ResumeandApplicationform关注与职业相关的内容注明可疑之处核查求职者上次离职原因研究求职者职业经历评价求职者教育背景筛选作用：确定候选人是否符合工作所需的最低资格要求（学历、专业、年龄）帮助判断求职者是否具备相关经验（资历、经验）对求职者潜在问题发出警示（流动性、空白栏、拒答）5-3-2InterviewAselectioninterviewisdefinedasadialogueinitiatedbyoneormorepersonstogatherinformationandevaluatethequalificationsofanapplicantforemployment.Theutilityofaninterviewcanbeincreasedbythefollowingsuggestions:Interviewsshouldbestructured,standardized,andfocusedongoalsorientedtoskillsandbehaviorsthatareobservable.Askquestionsthatforcetheapplicanttodisplayjob-requiredbehaviorsorknowledge.Usemultiple,trainedinterviewerswhocanavoidpersonalbias(偏见).McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.TypesofInterviewsStructured(结构化):usespredeterminedoutlineUnstructured(非结构化):usesopen-endedquestionsSt