Criteria Development and Résumé Review
Key Takeaways
- The first step in selection is to begin reviewing
résumés. Even before you do this, though, it is important to develop
criteria that each candidate will be measured against. This can come
from the job description as well as the job qualifications.
- Other tools, such as cognitive ability tests, credit
checks, and personality tests, can be used to determine qualifications.
When developing your criteria for interviewing, determine the level the
applicant needs to meet to meet the minimum criteria, for example, a
minimum score on a personality test.
- We should be concerned with validity and reliability of measurement tools. Validity refers to how valid the test is, that is, how well a test measures a candidate's abilities to do a job. Reliability
refers to which selection techniques yield similar data or results over
time. It is important to choose the right measurement tool used to
determine whether the candidate meets the criteria.
- Setting criteria before the interview process starts ensures that disparate impact or disparate treatment does not occur in the interview process.
- When hiring, there is the option of internal and
external candidates. Each has its own set of advantages and
disadvantages. Internal candidates may be able to "hit the ground
running," but external candidates may come in with new perspectives.
Even if an internal candidate seems to be the best hire, it is best to
still perform the process of posting the job and interviewing, since
other less vocal employees might be qualified internal candidates as
well. In other words, don't assume one person is the obvious choice for
the promotion.