The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.

Course Outline

Selection environment is changing to a scientific recruitment because of the change of inner environment that emphasizes the social/legal changes and competency of individuals. Followed by these internal and external environmental changes, the scientific selection should operate to find out the proper talented person whom company needs. The participants will learn from this course about scientific selection system setting, document examination, personality/aptitude test, interview, other selection tools and application plan for the fair selection.

Learning Objectives

A Goal of this course is to foster a selection specialist able to use evaluation technique that are most widely used in the document examination, personality/ aptitude test, interview, simulation and etc.

Course Characteristics

  • The participants will be able to develop more scientific document examination course in improving a job application process
  • The participants are able to understand an excellent application method of personality/aptitude test
  • The participants can set up the interview method depending on their recruitment situation.
  • This course is organized with the substantive contents being used in companies by specialists experiencing from industrial psychology professionals
  • This course set up for unskilled beginners to help their understand as combining fundamental principle learning and skill learning together.
  • This course will help their participants to look for improvement points through the step by step practice process
  • Through reviewing the representative recruitment method and traits, the participants can choose the recruitment tools reflecting their situations.

Course Summary

Module Details Hour
Recruiting Process
  • Importance and Purpose of Recruitment
  • the Process and the Method
  • Characteristics and Framework of Recruitment System
  • Feedback and Selection in Decision Making
Competency and Competency Measurement
  • A Concept and a Type of competency
  • Competency Modeling and Job Analysis
  • Measurement Technique per Types of Capability
  • Credibility and Validity of Measurement
Introduction to Duty
  • Meaning and Effect of RJP(Realistic Job Preview)
  • Content and Elements of RJP
  • RJP making Practice
Document Examination
  • Purpose of Document Examination/ Direction of Application Design
  • Application and Assessment Point Utilization
  • Application Review and Improvement Practice
Personality Test Application
  • Concept of personality/Type of Personality/Typical Personality Test
Aptitude Test Application
  • Concept of Aptitude and Application
  • Type of Aptitude
  • Types of Aptitude Test (UK Examination, Wonderic, GATB, PSAT and etc.) and Case Study
Core value Correspondence
  • Core Value and Recruitment
  • Core Value Assessment Method
  • Practice for the Core value Assessment Setting
Interview Application
  • A Concept of the Interview and Application
  • Type of Interview Method
  • Interview Component
  • Interview Method Building
  • Question Skills in Interview(BEI, STAR method and etc.)
  • Reliability Analysis in Interviewer

Assessment Center

  • Meaning of AC and Effect
  • AC Simulation Method and Type
  • AC Use in Selection and Case Study
Analysis of Validity and Credibility
  • Importance of the Credibility and Validity
  • Types of Credibility and Analysis Method
  • Types of Validity and Analysis Method