Explain the two models of decision making (multiple hurdles and compensatory methods) that can be used to reject or accept an applicant in the selection process. Within your explanation, tell at which stage of the process (screening or employment) each should be used

Question

What will be an ideal response?

Answer 1

ANS:
According to the multiple hurdles model, all acceptable job candidates must possess a minimum level of competency on specific predictors of future job performance to be viewed as viable candidates. At the screening stage of the selection process, this could include meeting certain certification requirements, possessing a minimum level of academic achievement, and receiving only positive recommendations from reference sources. For the employment stage of the selection process, all job candidates must exhibit at least a satisfactory level of performance on each predictor to be considered for further consideration. Specific deficiencies noted in a selection interview or in a job simulation could eliminate a candidate from further consideration. Once these minimum hurdles are satisfied, a compensatory decision making model is used to delimit further the pool of applicants meeting minimum qualifications. In the compensatory model of decision making, performances of satisfactory applicants are combined into a composite score. The ideal practice is to place a numerical value on information from each of the several predictors. Raw scores from predictors can be converted into percentile ranks or standard scores so as to be comparable with normative information across all job candidates. When compiling these scores, different weights can be given to separate predictors. Graphic profiles may be used to portray the results of evaluation. By combining data from application blanks, interview guide sheets, reference and background check forms, tests, and other sources into a profile, the task of relating characteristics of applicants to actual job criteria for vacant positions can be accomplished more effectively. When all information about a candidate is juxtaposed to the requirements of the position, the selector must compare the two sets of information and predict whether the applicant will perform according to expectations.