Screening Method

• Weighted application blanks: a method for quantitatively
combining information from application blank items by
assigning weights that reflect each item’s value in predicting
job success
• Criterion measures: measures of employee work-related
outcomes typically important to an organization, including, for
example, turnover, absenteeism, and supervisory ratings, are
used to establish the validity of screening and selection tools.

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Intent of the résumé is to introduce the applicant to

the organization through a brief, written self-
description

Applicants voluntarily provide autobiographical
information in their résumés
Résumés are not standardized
Résumés are unique
Electronic résumés are more popular today

• Information gathered about a job candidate from supervisors,
coworkers, clients, or other people named as references by the
candidate
• The information is usually collected from the references
through telephone interviews
• Reference checks: many employers are hesitant to make
strong, negative statements about current or former employees;
they may be afraid of a lawsuit
• Check references regarding job titles, duties and
responsibilities, and when the applicant was employed.
• Telephone references most popular as people are often
reluctant to put references in writing.

• Check three references
• Ask for different types of references
• Ask about past job performance
• Ask questions on recent job performance
• Avoid personal references
• Verify all licences and degrees
• Check references by telephone
• Avoid “closed” questions
• Use qualified professionals or trained staff to check references
• Avoid invasive/discriminatory questions