Question

In the last few chapters, we have learned about various selection techniques (e.g., applications, interviews, ability tests, performance tests, etc.). Think about these techniques, and address one or more of the following questions:

---Should employers use social networking websites or “googling” to screen out applicants? Why or why not?

---Should we even bother asking for references or reference letters if we are going to get little useful information from them?

---Why do some interviewers like stress interviews, or like to ask off-the-wall questions? Are they getting any job-relevant information from these?

---Should we use cognitive ability tests, even though they tend to have adverse impact?

---An applicant asks for an ADA accommodation of a reader on a cognitive ability test. Will this change what we are measuring?

Answer 1

Should employers use social networking websites or "googling" to screen out applicnats? Why or why not?

No, I think the use of social networking websites and Google to screen out applicants are something which is not at all expected because in such case the attributes of the applicants are generalized based on the information received and it may actually reject an applicant who may be fit for the position in that particular organization. So it is better to use reasoning and analytical skills

I think that references are important because it helps an organization to know about the basic attitudes of the applicant and also how to deal with the person at times of need.