Bauer, Human Resource Management
SAGE Publishing, 2020
Instructor’s Manual
Chapter 7: Selection Processes and Procedures
Chapter Summary
– Selection in HR is the process of picking the best individuals for the organization from an
Chapter Learning Objectives:
After completing this chapter, students should be able to:
LO 7.1: Explain how job analysis and legal issues apply to recruitment and selection.
LO7.2: Describe the concepts of reliability, validity, and selection utility and how they are
demonstrated.
– Reliability and validity are referred to as psychometric properties of a selection
Bauer, Human Resource Management
SAGE Publishing, 2020
– Validity refers to the level of accuracy an instrument or measure has in actually
measuring what it is supposed to measure.
Content validity
– Selection utility
LO 7.3: Demonstrate the strategic choice and combination of various selection procedures.
– International considerations
LO 7.4: Identify the different selection procedures available for making hiring decisions and
their advantages and disadvantages.
– Interviews
Structured versus unstructured interviews
Bauer, Human Resource Management
SAGE Publishing, 2020
LO 7.5: Recognize and explain key analytical, legal, ethical, and global issues associated with
personnel selection.
– Securing applicant data
LO 7.6 Describe the importance of applicant reactions to selection processes.
LO 7.7 Explain how to deploy selection procedures within organizations to enhance job
performance.
Suggested Exercises or Projects
Exercise 7.1 Ask the students about their experiences in applying for jobs. Which aspect of the
selection process do they feel was the most accurate portrayal of their abilities to do the job?
Were there any “unfair” questions asked?
Exercise 7.2 Create a position for which a student will be applying for work. Then craft three or
Bauer, Human Resource Management
SAGE Publishing, 2020
Discussion Questions:
1. Identify a study that investigates the relationship personality tests and hiring practices. Was
the outcome of the study supportive of using personality tests for personnel selection purposes?
2. Would the questions that are commonly asked in interviews such as “What do you consider
your strengths and weaknesses?” fair for all ethnicities and potential applicants for a position?
Why or why not?