6 Employee Testing and Selection Copyright 2013 Pearson

6 Employee Testing and Selection Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -1

Learning Objectives 1. Explain what is meant by reliability and validity. 2. Explain how you would go about validating a test. 3. Cite and illustrate our testing guidelines. 4. Give examples of some of the ethical and legal considerations in testing. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -2

Learning Objectives 5. List eight tests you could use for employee selection, and how you would use them. 6. Give two examples of work sample/simulation tests. 7. Give examples of some of the ethical and legal considerations in testing. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -3

Why Careful Selection is Important • • Performance Cost Legal obligations Person and job/organization fit Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -4

Explaining what is meant by reliability and validity Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -5

Basic Testing Concepts • Reliability • Validity o Criterion validity o Content validity o Construct validity Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -6

Review • Reliability = consistency • Validity = measuring what you intend to measure Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -7

How to go about validating a test Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -8

Evidence-Based HR: How to Validate a Test • • • Analyze Choose Administer Relate Cross-validate Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -9

Review Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -10

Cite and illustrate our testing guidelines Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -11

Evidence-Based HR: Test Validation Issues • • Who scores the test? Bias Utility analysis Validity generalization Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -12

Review Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -13

Ethical and legal considerations in testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -14

Evidence-Based HR: Test Validation Other Issues • • Individual rights and test security Privacy issues Using tests at work Computerized and online testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -15

Review • • Rights and security Privacy Tests at work Computerized, online testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -16

Tests for employee selection, and how you would use them Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -17

Types of Tests • Cognitive abilities o Intelligence tests o Specific cognitive abilities • • Motor & physical abilities Measuring personality Interest inventories Achievement tests Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -18

What do personality tests measure? • The “Big Five” • Predicting performance • Caveats Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -19

Review • Cognitive abilities • Interests o IQ o Specific mental abilities • Motor skills • Personality • • Achievement “Big 5” Predicting Caveats o Interpretation o Legal issues o Disputing value Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -20

Examples of work sample/simulation tests Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -21

Work samples and simulations • • Basic procedure Situational judgment tests Management assessment centers Situational testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -22

Work samples and simulations • Computerized multimedia assessment • Miniature job training and evaluation • Realistic job previews • Testing techniques for managers Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -23

Review • Situational judgment • Assessment centers • Situational testing • Computers • Miniature job training • Realistic job previews • Managers and testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -24

Examples of some of the ethical and legal considerations in testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -25

Background Investigations • Why perform checks? • Effectiveness • Legal dangers o Defamation o Privacy • How to check Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -26

Background Investigations • • Applicants’ social postings Pre-employment information services The polygraph and honesty testing Graphology Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -27

Background Investigations • • • “Human lie detectors” Physical exams Substance abuse Complying with immigration law Improving productivity through HRIS Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -28

Review • • • Why perform checks? Effectiveness Legal dangers How to check Social postings Information services Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -29

Review • • • Honesty testing Graphology “Human lie detectors” Physicals/drugs Immigration HRIS Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -30

All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6 -31