Why Careful Selection is Important The Importance of
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Why Careful Selection is Important The Importance of Selecting the Right Employees Organizational Performance © 2008 Prentice Hall, Inc. All rights reserved. Costs of Recruiting and Hiring Legal Obligations and Liability 6– 1
Basic Testing Concepts • Reliability Ø Consistency of scores obtained by the same person when retested with identical or equivalent tests. Ø Are test results stable over time? • Validity Ø Indicates whether a test is measuring what it is supposed to be measuring. Ø Does the test actually measure what it is intended to measure? © 2008 Prentice Hall, Inc. All rights reserved. 6– 2
Types of Validity Test Validity Criterion Validity Content Validity Face Validity © 2008 Prentice Hall, Inc. All rights reserved. 6– 3
Types of Tests What Tests Measure Cognitive (Mental) Abilities © 2008 Prentice Hall, Inc. All rights reserved. Motor and Physical Abilities Personality and Interests Achievement 6– 4
FIGURE 6– 5 Type of Question Applicant Might Expect on a Test of Mechanical Comprehension © 2008 Prentice Hall, Inc. All rights reserved. 6– 5
The “Big Five” Extraversion Conscientiousness Agreeableness © 2008 Prentice Hall, Inc. All rights reserved. Emotional Stability/ Neuroticism Openness to Experience 6– 6
Work Samples and Simulations Measuring Work Performance Directly Work Samples Management Assessment Centers © 2008 Prentice Hall, Inc. All rights reserved. Video-Based Situational Testing Miniature Job Training and Evaluation 6– 7
Background Investigations and Reference Checks • Investigations and Checks Ø Reference checks Ø Background employment checks Ø Criminal records Ø Driving records Ø Credit checks • Why? Ø To verify factual information provided by applicants. Ø To uncover damaging information. © 2008 Prentice Hall, Inc. All rights reserved. 6– 8
Background Investigations and Reference Checks (cont’d) Former Employers Current Supervisors Sources of Information Commercial Credit Rating Companies Written References Social Networking Sites © 2008 Prentice Hall, Inc. All rights reserved. 6– 9
Limitations on Background Investigations and Reference Checks Legal Issues: Defamation Employer Guidelines Background Investigations and Reference Checks Legal Issues: Privacy Supervisor Reluctance © 2008 Prentice Hall, Inc. All rights reserved. 6– 10
Making Background Checks More Useful 1. Include on the application form a statement for applicants to sign explicitly authorizing a background check. 2. Use telephone references if possible. 3. Be persistent in obtaining information. 4. Use references provided by the candidate as a source for other references. 5. Ask open-ended questions to elicit more information from references. © 2008 Prentice Hall, Inc. All rights reserved. 6– 11
FIGURE 6– 9 Handwriting Exhibit Used by Graphologist Source: Kathryn Sackhein, Handwriting Analysis and the Employee Selection Process (New York: Quorum Books, 1990), p. 45. Reproduced with permission of Greenwood Publishing Group, Inc. © 2008 Prentice Hall, Inc. All rights reserved. 6– 12
Physical Examination • Reasons for preemployment medical examinations: Ø To verify that the applicant meets the physical requirements of the position. Ø To discover any medical limitations to be taken into account in placing the applicant. Ø To establish a record and baseline of the applicant’s health for future insurance or compensation claims. Ø To reduce absenteeism and accidents. Ø To detect communicable diseases that may be unknown to the applicant. © 2008 Prentice Hall, Inc. All rights reserved. 6– 13
Substance Abuse Screening • Types of Screening Ø Before formal hiring Ø After a work accident Ø Presence of obvious behavioral symptoms Ø Random or periodic basis Ø Transfer or promotion to new position • Types of Tests Ø Urinalysis Ø Hair follicle testing © 2008 Prentice Hall, Inc. All rights reserved. 6– 14
Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems Benefits of Applicant Tracking Systems “Knock out” applicants who do not meet job requirements © 2008 Prentice Hall, Inc. All rights reserved. Allow employers to extensively test and screen applicants online Can match “hidden talents” of applicants to available openings 6– 15
- Why careful selection is important
- Hey bye bye
- Why is speech well worth careful study
- Don't ask why why why
- From most important to least important in writing
- From most important to least important in writing
- Least important to most important
- Balancing selection vs stabilizing selection
- Artificial selection vs natural selection
- K selection r selection
- Natural selection vs artificial selection
- Artificial selection vs natural selection
- What is stabilizing selection
- K selection r selection
- Natural selection vs artificial selection
- Two way selection and multiway selection