HRM0111 · Session 5 · Selecting Human Resources

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Learning Outcomes (学习目标)
Discuss how validity and reliability are related to selection (讨论效度与信度和甄选的关系)
Diagram the sequence of a typical selection process (画出典型甄选流程的顺序)
Explain the importance of realistic job previews and application screening (解释真实工作预览与申请筛选的重要性)
Identify three types of selection tests and concerns about their uses (说出三类甄选测试及使用时的顾虑)
Discuss several types of selection interviews and key considerations (讨论几种甄选面试及要点)
Explain how these concerns affect background investigations and medical examinations (解释这些顾虑如何影响背景调查与体检)

1. Selection (甄选)

1.1 定义

Selection (甄选) is the process of choosing individuals with the necessary qualifications to fill jobs (挑选具备必要资格的人填补职位的过程)。
口语说法：choosing the right person for the right job (为合适的岗位选合适的人)，不要选错人。
例：cafe (咖啡馆) 招 barista (咖啡师)，要选会做咖啡、customer service (客户服务) 很好的人。
例：不要请 introvert (内向的人) 做 communication (沟通)、networking (社交拓展) 或 sales (销售) 工作；招 sales 或 marketing (市场营销) 员工要找 extrovert (外向) 的人。

1.2 Hire hard, manage easy (招聘严格，管理轻松)

一开始就选对人，之后管理就省很多力。
例：请到一个很 responsible (负责任) 的人，他会准时上班，不必追着他，也不用上午 10 点上班还要 8 点打 morning call (叫醒电话)。
招聘时多花力气，之后少很多麻烦。

1.3 Fit (匹配)

	Person/job fit (人岗匹配)	Person/organisation fit (人与组织匹配)
Slides 定义	Fit between a person's knowledge, skills and abilities with job characteristics (个人的知识、技能、能力与职位特征相匹配)	Fit between individual and organisational values and culture (个人与组织的价值观和文化相匹配)
要问的问题	这个人有没有做这份工作的 skills (技能) 和 ability (能力)？	这个人是否符合公司的 culture (文化) 和 values (价值观)？
例子	Graphic design company (平面设计公司) 招 graphic designer (平面设计师)，合适的人会用 design software (设计软件)。	公司 fast-paced (节奏快) 且 flexible (灵活)，合适的人喜欢 change (变化) 和 multitasking (多任务)，而不是喜欢 step by step (按部就班)、凡事都要照 SOP (standard operating procedure，标准作业程序) 的人。

1.4 Job performance, selection criteria and predictors (绩效、甄选标准与预测因素)

Elements of job performance (绩效要素)	Selection criteria for employee characteristics (员工特征的甄选标准)	Predictors of selection criteria (甄选标准的预测因素)
Quantity of work (工作量)、Quality of work (工作质量)、Compatibility with others (与他人相处)、Presence at work (出勤)、Length of service (服务年限)、Flexibility (灵活性)	Ability (能力)、Motivation (动机)、Intelligence (智力)、Conscientiousness (尽责性)、Appropriate risk for employer (对雇主风险适当)、Appropriate permanence (稳定性适当)	Experience (经验)、Past performance (过往表现)、Physical skills (身体技能)、Education (学历)、Interests (兴趣)、Certificates/degrees (证书与学位)、Test scores (测试分数)、Personality measures (人格测量)、Work references (工作推荐人)、Previous jobs (以前的工作)

2. Validity and Reliability (效度与信度)

Validity (效度)：correlation between a predictor and job performance (预测因素与工作绩效之间的相关性)。
- Concurrent validity (同时效度)：measured when employer tests current employees (现职员工) and correlates the job scores with their performance ratings (绩效评分)。
- Predictive validity (预测效度)：measured when test results of applicants (申请人) are compared with their subsequent job performance (之后的工作绩效)。
Reliability (信度)：the degree to which a predictor repeatedly produces the same results over time (预测因素随时间重复得出相同结果的程度)。
两种效度的流程：
- Concurrent (同时效度)：Develop a battery of tests (设计一组测试) → give test to all current employees (让所有现职员工测试) → analyse test scores and performance evaluations for significant relationship (分析分数与绩效是否显著相关) → if yes, use correlation with future applicants as a predictor of job success (若相关，用于预测未来申请人能否成功)。
- Predictive (预测效度)：Give test to all applicants, record score and file (让所有申请人测试并记录存档) → hire based on criteria other than test results (根据测试以外的标准录用) → evaluate performance one year after beginning work (入职一年后评估绩效) → analyse test scores and performance for significant relationship (分析分数与绩效是否显著相关)。

3. Selection Responsibilities and Process (甄选职责与流程)

HR unit (人力资源部门) and managers (经理) each play a different but complementary role (角色不同但互补)。Managers make the final selection decisions (经理做最终录用决定) from the qualified applicant pool (合格申请人池)。
Factors that influence selection process (影响甄选流程的因素)：Company size (公司规模)、Job characteristics (职位特征)、Number of people needed (所需人数)、Use of electronic technology (电子技术的使用)。

3.1 Typical selection process (典型甄选流程，按顺序)

Applicant job interest (申请人表达求职意向)：submit application online, email, mail or in-person (网上、电邮、邮寄或亲自递交申请)
Pre-employment screening (入职前筛选) → fail: failed to meet minimum qualifications (未达最低资格)
Complete application form (填写申请表) → fail: failed to complete or failed job specifications (未填完或不符任职资格)
Selection test (甄选测试) → fail: failed test (测试不合格)
Selection interview (甄选面试) → fail: failed to impress interviewer and/or meet job expectations (未能打动面试官或不符合岗位期望)；通过后给 Conditional job offer (有条件录用)
Background investigation, if required (背景调查，如需要) → problems encountered: reject (发现问题则拒绝)
Medical/physical examination (体检，此时已给有条件录用) → unfit to do essential elements of job: reject (不能胜任工作核心部分则拒绝)；able to perform essential elements (能胜任) → Permanent job offer (正式录用)

3.2 Applicant job interest (申请人求职意向)

Applicants perceive employers based on how they are treated in the application process (申请人根据申请过程中受到的对待来判断雇主)。
Realistic job previews (真实工作预览)：process through which a job applicant receives an accurate picture of a job (让申请人准确了解工作实际情况的过程)；it can reduce turnover without lowering acceptance rates (能降低离职率而不降低接受率)。

4. Application Form (申请表)

4.1 Purposes (三个目的)

Slides 原句	解释
Provide interviewer with a profile of the applicant (为面试官提供申请人概况)	Know the candidate (了解候选人)：education background (教育背景)、working experience (工作经验) 等基本资料。
Serve as a record for applicants who were hired (作为已录用申请人的记录)	Keep as a record (保存记录)：被录用者的申请表存进 HR system (人力资源系统)，申请表也是 HR 在线保存的资料之一。
Research on the effectiveness of the selection process (研究甄选流程的成效)	Improve the hiring process (改进招聘流程)：用申请表回顾哪些做法有效、哪些无效，看表现好的员工是否有 similar background (相似背景)，可作为 data analytics (数据分析) 的来源。

4.2 Disclosures (申请表应包含的声明)

Employment-at-will (随意雇佣)：让申请人知道雇主或雇员都可以在任何时候结束雇佣关系。这是 employment contract (雇佣合同)，不是不能随时终止的 "slave contract" (卖身契)。
Reference contacts (推荐人联系)：公司可能联系你的 previous employer (前雇主)，核实所写内容是否属实。
Employment testing (入职测试)：候选人可能需要参加测试。
Application time limit (申请有效期)。
Information falsification (信息造假)：若发现候选人在 qualifications (学历资格) 等方面说谎，会被 disqualified (取消资格) 或 terminated (解雇)。

5. Selection Tests (甄选测试)

公司可以用不同测试选出合适的候选人，三类：

Test (测试)	测什么	内容与例子
Ability tests (能力测试)	Skills and capability (技能与能力)，回答 "Can you do the job?" (你能不能胜任？)	Cognitive ability tests (认知能力测试)、Physical ability tests (体能测试)、Psychomotor tests (心理运动测试)、Work sample tests (工作样本测试)、Situational judgment tests (情景判断测试)、Assessment centres (评估中心)
Personality tests (人格测试)	Who the candidate is (候选人是什么样的人)	是否 outgoing (外向)、responsible (负责任)、team player (有团队精神)
Honesty/integrity tests (诚信测试)	Reliability and ethics (可靠性与道德)	检查潜在候选人是否诚实可靠

July 2026 Q1(b)(i) 要 SIX (6) ability tests (六种能力测试)，就是上表六项；(b)(ii) 要对其中 TWO (两项) 详细说明并解释为什么适合，例如招 AI 研究人才选 cognitive ability test (认知能力测试) 与 work sample test (工作样本测试)，解释它们能预测该岗位表现。

6. Selection Interviews (甄选面试)

Structured interviews (结构化面试)：Biographical interview (经历面试)、Behavioural interview (行为面试)、Competency interview (胜任力面试)、Situational interview (情景面试)。
Less structured interviews (非结构化面试)；Stress interviews (压力面试)。
Conducted by (面试方式)：Individual (单人面试)、Several individuals sequentially (多人依次面试)、Panel (小组面试)。
Improving effectiveness (提升面试有效性)：Plan the interview (计划面试)、Control the interview (控制面试)、Use effective questioning techniques (使用有效提问技巧)。
Problems in interviews (面试常见问题)：Snap judgments (仓促判断)、Negative emphasis (过分强调负面)、Halo effect (晕轮效应)、Biases and stereotyping (偏见与刻板印象)。另有 Questions to avoid (应避免的问题)。

7. Background Investigation (背景调查)

目的：check the candidate's background information to verify and reduce the risk (核实背景资料，降低录用风险)，避免请错人。

7.1 Sources of background information (背景信息来源)

Past job records (过往工作记录)：查以前的工作经历。
Educational/professional documentation (教育与专业证明)：向学校或相关机构核实学历资格。
Credit history (信用记录)。
Criminal records (犯罪记录)：有没有 past offences (前科)。

7.2 Considerations (注意事项)

Never assume that information from applicant is accurate (永远不要假设申请人提供的信息准确)：不要完全相信申请人的话。
Job applicants' rights to privacy (求职者的隐私权)：尊重对方提供的 personal data (个人资料)，使用前要 get consent (取得同意)、ask for permission (征求许可)。
Internal and external investigation methods (内部与外部调查方法)：内部可查 HR records (人力资源记录)，例如申请人是现有员工；新员工可在有 budget (预算) 时请 third party (第三方) 做背景调查。
Negligent hiring (疏忽雇佣)：公司没有好好调查就录用的风险。例：录用有 violent record (暴力前科) 的人，可能伤害客户或现有员工，公司要负责，甚至被 sued (起诉)。

8. Medical Examination and Job Offer (体检与录用)

Medical/physical examination (体检)：make it clear to applicant that he/she is not hired until after passing the exam (向申请人说明通过体检后才算录用)；Drug testing (药物检测)。
Job offer (录用)：formalised in letters (以录用信正式确认)；individual to sign an acceptance of offer (由本人签署接受录用)。

9. Global Staffing (全球人员配置)

Global organisations can be staffed by (全球组织可用的三类员工)：expatriates (外派人员)、host-country nationals (东道国员工)、third-country nationals (第三国员工)。
Selection factors for global employees (全球员工的甄选因素)：Cultural adjustment (文化适应)、Personal characteristics (个人特质)、Organisational requirements (组织要求)、Communication skills (沟通能力)、Personal/family concerns (个人与家庭顾虑)。
Need for adequate background checks (要做足背景调查)；obtain government approval (取得政府批准)，例如 work permit (工作准证)。

10. 往年试题

April 2026 Q4(a) (4 marks)：Outline the importance of validity and reliability in selection decisions (说明效度与信度在甄选决策中的重要性)。
April 2026 Q4(b)(i) (6 marks)：Why align selection with job descriptions and specifications (为何甄选要与工作描述和任职资格一致)；(b)(ii) (5 marks)：FIVE (5) activities in the selection process (甄选流程中的五项活动)。
April 2026 Q4(c) (4 marks)：Outcomes if organisation fails to check references (组织不核查推荐人的后果)，可答 negligent hiring (疏忽雇佣)、请到造假的人、伤害客户或员工、被起诉、声誉受损。
April 2026 Q4(d) (6 marks)：Is résumé fraud (简历造假) an important issue? Why or why not? 先表明立场 (Yes, important)，再给两三个理由，每个理由配后果 (negligent hiring、成本、声誉)，最后一句总结。
July 2026 Q1(a) (6 marks)：THREE (3) determinants for effective selection (有效甄选的三个决定因素)，可用 validity (效度)、reliability (信度)、person/job fit (人岗匹配) 等 slides 内容作答。
July 2026 Q1(b)：SIX ability tests + details on TWO (六种能力测试并详述两种)；(c) (7 marks)：THREE types of global staff + TWO selection factors (三类全球员工与两个甄选因素)。

10.1 易混淆的概念

Concurrent validity (同时效度) 测现职员工；predictive validity (预测效度) 测申请人再追踪绩效。
Reliability (信度) 是结果稳定；validity (效度) 是能预测绩效。
流程顺序：background investigation (背景调查) 与 medical exam (体检) 在 interview (面试) 之后；体检时已给 conditional offer (有条件录用)。
Person/job fit 看技能能力；person/organisation fit 看文化价值观。

10.2 练习题 (仿考题)

A broker firm hired an employee who later committed fraud. Explain the possible outcomes if the firm had not checked references. (4 marks)
Distinguish between concurrent validity and predictive validity. (4 marks)
Identify SIX (6) ability tests and explain TWO suitable for hiring software engineers. (12 marks)
Identify THREE (3) types of staff a global company can use, and explain TWO selection factors. (7 marks)
Explain THREE purposes of an application form and THREE disclosures it should contain. (6 marks)

11. 自测清单

资料来源：HRM0111 Session 5 slides；Session 4 与 Session 5 复习课转录；EQP April 2026 与 July 2026。