1. define basic testing concepts, including validity and

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Chapter 6

Selecting Employees

1. Define basic testing concepts, including validity and reliability.2. Discuss at least four basic types of personnel tests.3. Explain the factors and problems that can undermine an interview’s usefulness,

and the techniques for eliminating them.4. Explain how to do background checks on job candidates.5. Explain the basics of how to develop and extend a job offer.

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The Basics of Testing and Selecting Employees

Selection

Selecting the best fit candidate / candidates for the job.

Why Careful Selection is Important?

Organizational Performance

Dysfunctional behaviors

Legal Implications (Negligent hiring)

Employees Performance

Cost

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Basic Testing Concepts

Reliability The characteristic that refers to the consistency of scores obtained by thesame person when retested with the identical or equivalent tests.

Validity The accuracy with which a test, interview, and so on measures what it purportsto measure or fulfills the function it was designed to fill.

Criterion validity A type of validity based on showing that scores on the test(predictors) are related to job performance (criterion).

Content validity A test that is content valid is one that contains a fair sample ofthe tasks and skills actually needed for the job in question.

Construct validityA test that is construct valid is one that demonstrates that aselection procedure measures a construct and that construct isimportant for successful job performance.

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Validity How to validate a test?

1 Analyze the job

2 Choose the tests

3 Administer the test (Concurrent validity – Predictive Validity)

4 Relate your test scores and criteria (Expectancy chart)

5 Cross – validate and revalidate

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Utility Analysis Expense - Does it pay to use the test? – Validity – Measure - Test scores andcosts - Number of applicants

Legality Testing and equal employment opportunity laws - Avoid different type of bias… etc

Generalization The degree to which evidence of a measures validity obtained in one situationcan be generalized to another situation without further study.

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Selection Procedure

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1 Filing the application form

2 Using tests and interviews

3 Background investigation and reference check

4 Medical examination

5 Probation period

6 Appointment

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Using Tests at Work

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Using computerized tests

Using online tests

Using data mining

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Using Tests at Work (Types of Tests)

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Tests of Cognitive Abilities

Intelligence Tests Specific Cognitive Abilities / Aptitude tests

Tests of Motor and Physical Abilities

Measuring Personality Tests

Personality Test Effectiveness

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Interest Inventories

Achievement Tests

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Computerized and Online Testing

Situational Judgment Tests

Management Assessment Centers

Computerized Multimedia Candidate Assessment Tools

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Interviewing Candidates

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Interview

A procedure designed to obtain information from a person through oral responses to oral inquiries

Types of Selection Interviews

Structured Interview Unstructured Interview

An interview following a set sequence of questions.

An unstructured conversational-style interview in which the interviewer pursues

points of interest as they come up in response to questions.

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Types of Questions

Situational Interview A series of job-related questions that focus on how the candidate would behave in a given situation.

Behavioral Interview A series of job-related questions that focus on how they reacted to actual situations in the past.

Knowledge and Background Questions

job-related knowledge and experience.

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How to Administer an Interview?

Panel / Board Interview

One on One Interview

Serial Interview

Mass Interview

Phone Interview

Video / Web-Assisted Interview

Computerized Interview

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How Useful are Interview?

Situational = higher validity

Structured = more valid and reliable

One-on-one = more valid than panel

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How to Avoid Common Interviewing Mistakes?

1 First impressions (snap judgments).

2 Negative emphasis

3 Not knowing the job

4 Pressure to hire


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How to Avoid Common Interviewing Mistakes?

5 Candidate order (contrast error)

6 Influence of nonverbal behavior

7 Attractiveness

8 Ingratiation

9 Nonverbal implications


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Steps in Conducting an Effective Interview

Step 1 Structure the interview

1 Make sure you understand the job. 2 Use mostly job knowledge,situational, or behavioral questions.

3 Train interviewers. 4 Use the same list of questions withall candidates.

5 Use rating scales. 6 Have several people interview thecandidate.

7 If possible, use a structuredinterview form.


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Steps in Conducting an Effective Interview

Step 5 Close the interview and leave time to answer any questions thecandidate may have

Step 6 Review the interview after the candidate leaves, review yourinterview notes and fill in the structured interview guide

Step 3 Establish rapport

Step 4 Ask questions, and try to follow your structured interview form

Step 2 Review candidate’s background Before the interview

Using Other Selection Techniques

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Background Investigations and Reference Checks

Why? What to verify?

Collecting background information Checking social networking sites

Reference check effectiveness Making reference checks more useful

Using pre-employment information services


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Honesty Testing

Polygraph tests Paper-and-pencil honesty tests

Graphology


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Medical Exams

Drug Screening

Realistic Job Previews


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Tapping Friends and Acquaintances

Making the Selection Decision

Evaluating the Selection Process


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Complying with Immigration Law

Improving Productivity through HRIS

Developing and Extending the Job Offer

1. define basic testing concepts, including validity and

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