external selection ii

7/31/2019 External Selection II

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EXTERNALSELECTION

II

SubstantiveAssessment

Method

ContingentAssessment

Method

Collectionof

AssessmentData

Discretionary

AssessmentMethod

Legal Issues


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PERSONALITYTEST

emotionalstability-

calm andoptimistic

extraversion-active,

talkative,socialize

Agreeableness-

cooperativeand trusting

openness toexperience-imaginative

andagreeablene

ss

Conscientiousness-

tendency tobe

purposeful


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How To Measure Personality?

SURVEY

Personal characteristic inventory (PCI) - Self reportmeasure which is ask applicant to report agreement/disagreement.

NEO Personality inventory (NEO)

Hogan personality inventory (HPI) - to measure ofemployee reliability and service orientation


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Paper and pencil

Interview

Online form


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Trivial validities

Fakinganswer with dishonest way

Positive applicant reactionpeople who

scored the worst


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2 types : Aptitudesing a song Achievementaward from company

There are 4 major classes of ability test :1. Cognitiveprocess to describe information

with use perception.

2. Psychomotormeasure correlation of thoughtwith body movement3. Physicalphysical test4. Perceptualdetect environment stimuli


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Use to predict job performance


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Asks questions thatdirectly assess

knowledge of theduties involved ina particular job.

Focuses on the levelof experience with,and correspondingknowledge about,

critical job tasks and

tools/processesnecessary to perform

the job.


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Types of

tests

Motor VSverbal

worksamples

Computerinteraction

performancetests VS

paper-and-

pencil tests

Performancetest VS work

sample

High- VSlow-fidelity

tests


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The Situational Judgment Test (SJT) assesses judgment required for

solving problems in work-related situations.

situational judgment test is almost similar with job knowledge testand work sample but there is some distinction :

Situational judgment test Job knowledge test

More explicitly taps thecontent of the job

More likely to deal withfuture hypothetical jobsituations

Situational judgment test Work sample

Former presentapplicants with multiplechoice responses to thescenarios

Applicants actuallyengage in behavior thatis observed by others


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Integrity is an important quality applicants , it is designed to tapimportant attribute.

Measures

2 major types of integrity test :

Clear purpose General purpose

Validity of integrity tests

Both clear and general purpose integrity are valid predictors of

encounter productive behavior Both clear and general purpose tests were valid predictors of job

performance


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Criticisms and concerns

Faking

Misclassification and stigmatization Negative applicant reaction

INTEREST , VALUES AND PREFERENCE INVENTORIES

Attempt to assess the activities individuals prefer to do both on andoff the job


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Very standardized, job related method of assessment.

it is instructive to compare the structured job interview with anunstructured or psychological.

The characteristics of structured interview are: question are best on job analysis.

The same questions are asked of each candidate.

The response to each question is numerically evaluated.

Detailed anchored rating scales are used to score each response.

Detailed notes are taken, particularly focusing on intervieweesbehaviors.

Two types of structured interview:

Situational

Experience based.


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The goal structured interview is to improve interview reliability andvalidity beyond that of structured.

This goal can be achieve doing so requires following each of steps:

The job requirement matrix and selection plan

The structured interview plan.

Selection and training of interviewers.

Evaluating effectiveness.


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Choice ofsubstantiveassessment

methods

reliabilityuse

cost

reaction

validityAdverseimpact

utility


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To separate those who receive job offers from thelist of finalist

ELEMENTS IN DSA

Highly subjective & rely on the intuition of decisionmaker

Select on person/organization match

Organizational citizenship behavior

Demographic characteristics


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DRUGTESTING

TYPE OF TEST

Body fluids Hair analysis

Pupillary reactiontest

Performance test

Integrity test

ADMINISTRATION

Managing the

sample test 2 Steps to betaken:

- Select thereputable drugtesting firms

- verified by 2nd

test for reliability

SMOKING &ALCOHOL

Smokersdiscrimination

Alcohol testing


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To identify potential health risks in job

candidates.

Job-related medical standards is a newdevelopment that has recently take placein the medical exam.

Its provide information on the specific

diseases and health conditions that prohibitadequate functioning on specific jobs or

clusters of task.


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LEGAL ISSUE

UNIFORMGUIDELINES ONEMPLOYEESELECTIONGENERALPRINCIPLES

TECHNICALSTANDARDSDOCUMENTATION OF IMPACTAND VALIDITY

EVIDENCEDEFINATIONOF TERMS

DRUG TESTING


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UGESP

A document that addresses the need ti determine if a selectionprocedure is causing adverse impact, and if so, the validationrequirements for the procedure.

It has 4 major impacts:-1) General principle

- Summarythe organization must keep records that allow it to determine if its

selection procedures are causing adverse impacts in employment

decision.- Scopevery broad in that the guidelines apply to selection procedures used

as the basis for any employment decisions including hiring, promotion,demotion and retention

- Discrimination definedany selection procedure that has an adverse impact is

discriminatory unless it has been shown to be valid.- Suitable alternative selection procedureswhen a selection procedure has adverse impact ,consideration

should be given to the use of any suitable alternative selectionprocedure that may have lesser adverse impact.


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- Information on adverse impactthe organization must keep impact records by sex, race,

and ethic group for each of the job categories shown on theEEO-1 form.

- Evaluation of selection ratesfor each job or category, the organization should

evaluate the results, also known as the bottom line, of thetotal selection process.

- Adverse impact and the four-fifth rule

to determine if adverse impact is occurring , theorganization should compute and compare selection ratesfor race, sex and ethic groups.

- General standards for validity studiesThere are three types of acceptable validity studies which

are criterion related, content and construct.

- Procedures that have not been validateddiscuss the use of alternative procedures to eliminates

adverse impacts.- Affirmative actionthe employer is encourage to adopt and implement

voluntary affirmative action plans.


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2) Technical Standards

- This section contains a lengthy specification of the minimumtechnical standards that should be met when conducting avalidation study.

3) Documentation of impact and validity evidence

- the employers is required to keep detailed records on adverseimpact and, where adverse impact is found ,evidence of validity.

IMPORTANT:- small employer does not keep separate records for each job

category but only for its total selection process across all the jobs.

Records for race or national origin do not have to e kept for groupsconstituting less than 2% of the labor force in the relevant laborarea.

4) Definition

this sections provides definitions of tern (25 total) used throughoutthe UGESP.


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DRUG TESTING

Is surrounded by an amalgam of laws and regulationsat the federal and state levels. Special law for the

Department of Transportation requires alcohol anddrug testing for transportation workers in safety-

sensitive job.


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THE END

external selection ii

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