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

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

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

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.

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

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.

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 ©

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

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

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

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

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

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

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

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

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