Employers use various methods to evaluate job candidates, aiming to predict their future success and fit within the organization. Weighted application blanks help in quantifying and combining information from application items, assigning weights based on their predictive value for job success.
• 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
• Reference Checks
• 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.
• Résumés
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
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• 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.
