MGMT 44428 Chapter 7 Chapter Selection

Initial Screen

involves reviewing the information provided by job applicants and collecting additional preliminary information to decide which applicants are worthy of more serious consideration for the job.

Role plays

Candidates play out job-related situations, usually involving solving a problem

An in-basket exercise

Candidates sort through and respond to letters, memos, and reports within a specific time frame and within a specified context

When to Use Employment Tests

1. Current selection process doesn't yield high-quality employees 2. Turnover or absenteeism is high 3. The current selection methods don't meet professional or legal standards 4. Productivity is low 5. Errors made by employees could have serious safety, health, financial consequences

Definition of an Applicant

1. Employer is acting to fill a specific position 2. The applicant has followed the procedures described by the employer for applying for a job 3. The applicant actually has indicated interest in the specific position definition is important in the event of discrimination charge EEOC sent testers- individuals who were not actual applicants-to apply for jobs in an attempt to identity unlawful discrimination practices Employers respond to tests by specifying that they do not accept unsolicited applications. Managers need to ensure that everyone who is involved in the selection process has been carefully trained in terms o how to conduct the process and what records to maintain.

Global Selection Activities

1. Hiring increasingly larger numbers of international employees to work in their domestic operations 2. Selecting internal candidates to send to other countries to work 3. Hiring host-country nationals to work in their companies' operation in host countries 4. Hiring international employees to work for the company abroad

Activities involved with Selection

1. Review applications and resumes to determine which applicants best match the requirements of the job and the organization 2. Identify and Implement appropriate methods to assess the degree of fit among the job requirements, the qualifications of the applicants, and the organizational culture 3. Make a final decision about which applicant is the most qualified for the particular job and should be offered the job. Cost of turnover for an employee is 33% of that employee's annual salary. If employees are not qualified to do their jobs, a company is likely to make more mistakes, experience higher production costs, and experience lower employee morale. The company will lose customers and money, vice versa

Medical Examinations

ADA specifies that that a medical examination can be required only after an offer of employment has been made Employers requiring "this" of an employee should provide a copy of the job description to the examining for review of the job requirements.

Personal Characteristics

A person's attractiveness, age, and gender are examples of personal characteristics that can affect employee selection decisions due to preferences of interviewers

Methods of Selection

A simple application and one short interview might be all that is used for a low-cost company role plays, situational interviews, behavioral interviews, is important for a differentiation-based company size and stage of development of a company is often highly correlated.

The Labor Market at Home

Beginning of twenty-first century, the US economy was booming, and job growth was on the rise. After 9/11, the amount of information, time and cost required to obtain visas for immigrants increased H-1B is used for nonimmigrant aliens who are employed to work temporarily in very specific occupations such as engineering, math, law, architecture workers can have H1-B status for six years at a time

Types of Applicants Available

Age is one demographic that is having a direct impact on hiring employees Employers need to be open to what these potential employees can contribute, and ensure that age doesn't become an explicit or implicit factor in selection Increasingly, jobs that teens don't want are taken by immigrants who need training to have them. Sometimes when teachers are hired, they are given a timeline by which must acquire certain credentials to remain employed Hospitals have to look outside their domestic borders to find qualified nurses as population ages and more health-care professionals are needed

Strategy and Selection

As a manager involved in hiring employees, you need to understand the company's strategy and the core competencies that it requires of all employees.

a leaderless group discussion

Candidates are given a problem to solve together without a designated leader

Choosing a Scoring method

Compensatory model works best when there are no absolute requirements Multiple hurdle approach works well when there are absolutes If all the qualifications must be met at a minimum level, then a multiple-cutoff approach would work

Procedures for Using Selection Measures

EEOC, the Civil Service Commission and Department of Labor released Uniform Guidelines on Employee Selection Procedures, describe how organizations can use tests and other selection methods. The Guidelines also describes the recordkeeping procedures that employers should follow with regard to their selection activities. Required records include information on the demographics of applicants, as well as test validation information

Verification of Credentials

Employers are finding it easier, faster, and more cost effective to do reference and background checking now that much of it is online. 50% of resumes contain false information Electronic processing of reference and background checks make it more difficult for applicants to lie about their past Make sure information they are collecting is reliable and accurate Technology makes it easier for candidates to forge documents indicating that they have certain credentials when they actually lack them Employers should consider obtaining permission from job applicants to do social media searches, just as they request consent for other types of background checks and references.

Tight labor Market

Employers don't have the luxury of being very selective, eliminate steps in selection process (background check, and interview) Selection process becomes about seeling the job

Big 5 Approach

Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience Conscientiousness is most valid across all occupational groups Emotional Stability and Extraversion are valid across some occupational groups, but not all Conscientiousness and Openness predicted sales performance, but agreeableness had a negative relationship to sales performance Extraversion and Neuroticism were not related to sales performance Like physical impairments, mental impairments are covered under the Americans with Disabilities Act A personality inventory could lead to the identification of a mental impairment or disorder is considered a medical examination and is subject to ADA guidelines (prohibits the use of medical examinations until after a job offer has been made)

Who Participates in the Selection Process

In a team environment where employee input is valued, all members of the team are likely to be involved in some aspect of the selection process. In more traditional, hierarchical organizations, only employees in higher-level positions will be involved in selecting new employees.

Unbiased

In addition, to being reliable and valid, selection measure need to be "this"

Internal Selection

Managers may also have the option to move current employees into vacant positions

Goals of Selection Process

Reliable, Valid, and Unbiased Selection is about measuring the degree to which each applicant possesses the competencies required to do a job. The precision of the measurement at each step will largely determine the success of the process

Background Check

to verify information during the application process and/or to obtain additional information about some aspect of applicant's life from reliable source conduct checks themselves or hire a third-party firm that specializes in background screening to do it for them verification of college degrees to criminal background checks to credit reports.

Promotion-from-Within Policy

When a job vacancy occurs, these companies promote current employees rather than look outside the organization. Firm's current employees are already familiar with the company's culture when the cultural values are continuously reinforced Runs the risk of becoming stagnant

Prediction

When a manager selects an applicant for a job, she or he is predicting that the applicant can either do the job or will be able to learn the job and do it well

Compensatory Approach

a process for deriving a final score for each candidate in the selection process by weighting outcomes on multiple selection measures differentially so that some items are weighted more heavily than others and a high score can offset a low score on another Measures that correlate more highly with on-the-job sueccess should be weighted mor eheavily Each applicant's score on each measure is multiple by the weight assigned to the measure to arrive at a score for the measure. Sum all scores to determine a total score for the applicant

Credit Check

a review of an applicant's credit report not in a bad personal financial situation that might motivate them to steal from the company. The information from report is for employment decisions, provided in writing, and requires applicants must provide written authorization for an employer to have permission to legally access their credit information.

Personality Inventories

a selection measure that identifies the extent to which an applicant possesses certain characteristics, such as assertiveness, self-confidence, conscientiousness, motivation, and interpersonal attributes If a job requires working as part of a team, then it is appropriate-and, in fact, necessary-to predict how well a candidate will fit into a team setting. The job analysis should help you define alignment and then guide the choice of personality inventory.

Biodata

a shortened name for biographical data, refers to a standardized questionnaire that asks applicants to provide personal and biographical information to be compared with the same information for successful employee candidates' hobbies, experiences in high school or college, preferred supervisor characteristics outcome is a prediction of how likely the employee is to succeed at the company and is based on the idea that past behavior is the best predictor of future behavior. has on of the best predictors of employee performance and does not have adverse impact no questions asked are job related

Work Sample

a test in which the person actually performs some or all aspects of a job having a candidate for a word-processing job prepare documents using the software that will be used on the job is relatively inexpensive and straightforward used in craft jobs

Unstructured Interviews

a type of interview in which questions are asked without a defined format, and the same type of information is not collected from all interviewees.

Panel Interviews

a type of interview process in which several people interview an applicant at the same time

Structured Interviews

a type of interview that uses a set of predetermined questions related to the job and usually includes a scoring system to track and compare applicant responses this type of interview also provides a more accurate means for comparing responses across applicants because the same type of information is collected from all interviewees

adverse action

action taken against an applicant, such as turning the applicant down for the job the applicant must be notified and given a copy of the consumer report the employer is using to make the decision applicant must be notified orally, in writing, or electronically notice should include contact information for the reporting company, a statement that you, as the employer made the adverse decision, and instructions on how the applicant can refute the information on the report the applicant must also be told how to get an additional free report from the company providing it, and the report must be requested within 60 days.

Multiple-Cutoff Approach

an applicant has to reach a minimum score on each measure to remain in the running for a particular job After all applicants have completed all the steps, those who meet the minimum score on all parts are considered eligible for the job, and selection decision is made form that group

Multiple-Hurdle Approach

an approach in which applicants have to pass each step (hurdle) successfully to continue in the selection process minimum score on the written test, score well on first interview, to move on to the second interview

Parent-Country Nations

an employee who is a citizen of the country in which the company is headquartered, but working for the company in another location fill a skill gap or to start a new operation selected for assignments abroad because of their technical skill PCNs have a hard time adapted and their families have hard time adapted abroad. EEO laws apply to US employers working abroad, when selecting employees for international assignments, you need to make sure you do not discriminate Title VII of Civil Rights Act Prohibits US employers from discriminating on the basis of gender, but host country overrules US laws and customs

Host-Country Nationals

an employee who is citizen of the country in which company's branch or plant is located, but company is headquartered in another country HCN know the local culture and resources and less costly to deploy and have less senior positions When selecting HCNs for an international assignment, multinational firms often employ HCN HR directors to ensure that the selection processes used conform to local laws. It can be advantageous to hire the services of a local consultant to ensure that the selection practices are appropriate for host country and country doesn't violate host country laws relative to selection.

Resume

an overview of the applicant's qualifications and typically includes contact information and information on education, previous work experience, special skills and interests Limit the page amount a resume used in lieu of an application is still considered an application for equal employment opportunity purposes To avoid discrimination, care must be exercised to make sure that demographic information about an applicant obtained through social media or provided by the applicant is not used in the selection process. In reviewing resumes, focus on job-related information and do not read more into the document than what is actually there

Applications

are standardized forms employers use to collect job-related information about applicants The information is reviewed and used to determine which applicants meet the minimum job requirements and should remain in the selection process Education, work experience, references Application should be mobile accessible for younger applicants Some companies weight each application question and tally all responses to arrive at an overall score. By using weights, managers able to highlight which questions are more important than others in the selection decision. Weighted application blank

Personality Test

asks questions in a more disguised way to identify traits known to be related to counterproductive behaviors traits include insubordination, substance abuse, and other discipline problems less direct and may ask the test taker to respond to questions about relationship with family

Loose Labor Market

best of all possible worlds for employers When there are more qualified employees available than job openings, an employer has the luxury of being very selective about who is hired. Applicants have fewer offers and are going to be less selective.

Immigration Reform and Control Act of 1996

can be fined for failing to verify this information

Reference checks

contacting individuals whose names are provided by job applicants for the purpose of verifying employment information and gathering other job-related data about an applicant to use in making the hiring decision names of current or former supervisors are given for this purpose The questions asked of reference should be job related and typically focus on the applicant's education, work and and judgement on applicant's qualifications for an open position

Substance of Selection Process

defense selects employees different from restaurant does security clearances, background checks occupations such as accounting, law, and medicine require licenses or certifications

Drug-Free Workplace Act of 1988

employees are drug free applicants must pass a drug test before being hired, discipline employees who come to work under the influence of alcohol or dugs Employees who are currently using drugs or alcohol are not protected under the ADA, but recovering drug users and alcoholics are covered

Physical Ability Tests

focus on physical attributes of job candidates, such as endurance, strength, and general fitness Firefighter needs to be able to carry people out of burning building and firefighting equipment into buildings Employers can administer a physical ability test to candidates in the course of the selection process prior to making a job offer, but only if their is a specific, job-related reason cannot look like the job, but actually represent the job

Core Competencies

focusing on your company's strategic competencies when setting up the selection process helps to ensure a strong match what employees can do and what the company strategy requires Low-cost want efficiency and productivity, not creativity and flexibility Trust and personal responsibility in all relationships is valued by all firms in one form or another regardless of the strategic focus a company's strategy like its core competencies, will determine the specific KSAs each employee needs in order to do his or her job Strategy of each organization results in additional and specific job requirements that need to be considered during the selection process

Third Country Nationals

foreign national who works in a country other than her or his company's home country. Many of the selection practices still apply to PCNs and TCNs Attention should be paid to the ability of the person and history her family to adapt to relocated country General Data Protection Regulation in EU was effective, and it strengthened privacy rules. The regulations cover data collected when recruiting and selecting employees, regardless whether the data is provided through emails or other means and regardless of whether you keep it in a spreadsheet or in the cloud.

Contrast Effect

happens when the evaluation of one or more job applicants is artificially inflated or deflated compared to another job applicant. If the manager judges remaining candidates based on first candidate's high ratings

Degree of Structure

highly structured to highly unstructured, informal = application and an interview formal = extensive, structured interviews The more application they have, the greater the risk that an informal/unstructured process will be viewed as subjective and biased

Concerns about Privacy in the Ethics and Employee Selection

honesty tests, background checks, medical exams are highly invasive also use of social media during employment process is invasion of privacy only used if related to the job, fair and consistent treatment

Reliability

how consistent the method of prediction the extent to which a selecting measure yields consistent results over time or across raters Selection procedures need to be reliable over time Test-retest Reliability occurs when applicant studied the subject matter between the two test administrations, or it the applicant remembered how he or she responded the first time and simply responds the same way a second time. A high correlation between two test administrations indicates the test is reliable. Most applicants had similar, though not identical scores, resulting in a high degree of correlation Selection procedures need to be reliable across raters. If three people interview an applicant for a job and are using the same questions and same scoring mechanism, they are evaluating the interviewee in the similar manner. They have high inter rater reliability How was the test developed? What were the demographics of the population to access reliablity What is the correlation coefficient-measure of reliability-for the test?

Validity

how well it serves as a predictor of job success is the extent to which a selection method measures what is supposed to measure and how well it does so. We are focusing on how much evidence there is to support the conclusions that are made based o the scores of the selection measure If test doesn't correlate with any other established measures of customer service skills, such as performance of good customer service representatives, it will relialbe , but not valid

Personality Tests

identify deviant and other extreme behaviors are inappropriate for all but few types of jobs 2nd reason relates to privacy rights When the wording of questions on inventories lack face validity- that is, the content doesn't appear to measure job-related attributes-applicants perceive the tests as an invasion of their privacy, regardless of how valid the inventories have been shown to be. Does not ensure that the test is valid

Amount and Type of Information Given to Applicants

if you're not careful, you might inadvertently omit information in order to make a job seem more attractive to applicants than it is, especially for applicants you really want to hire. Or you might inadvertently omit information about the hazards related to a job or activates your company engages in that applicants might find questionable.

Assessment Centers

in companies involve a process of engaging job candidates in serious of simulations designed to evaluate their ability to perform aspects of the jobs they are seeking "this" are often used for managerial or professional positions

Person-organization fit

involves how well a person fits within the broader organizational culture a company's culture can be another primary reason applicants accept job offers at the firm values of their employees and those fostered by the organization increases employee productivity and contributes to success

Final screening

involves taking a more in-depth look at the applicants who make it through the initial screening prior to hiring them, including reviewing references and conducting background checks. A company that does a good job of recruiting will have an applicant pool that includes a large number of highly qualified applicants. Many people are not very good at self-selection and apply for jobs for which they are not qualified. Managers use methods such as collecting and reviewing applications and resumes, and administering screening interviews to make the first cut the the applicant pool.

Behavioral Interview

is that past behavior is the best predictor of future behavior Rather than how she would handle the situation, how she has handled the situation Tell me about a time when you had to deal with an intoxicated passenger Describe what led up to the event, your involvement in the situation, and how the incident resolved Each interview question can be weighted relative to its importance to the job. The rating for each response is then multiplied by the weight of its associated question, and the results are summed to give an overall score for the applicant. Much of the research on interviewing has focused on interviewer and applicant characteristics and how they affect the outcomes of the interview process. Research has shown that pre-interview information can affect the outcome of an interview, nonverbal behaviors of applicants can affect interview outcomes, individuals good at self-promotion are likely to get higher ratings, attractive applicants are rated more highly, extroversion positively affect interview outcomes.

Genetic Information and Nondiscrimination Act of 2008

made it illegal for employers to discriminate on the basis of genetic information, predisposed to certain medical conditions or diseases that could affect work performance and cause increases in the company medical insurance rates.

Achievement tests (or competency tests)

measure an applicant's current knowledge or skill level in relation to the job requirements examine the extent to which a job candidate can actually perform the job tasks. Need work experience related to the job requirements to do well

Ability Tests (or aptitude tests)

measure basic talents, or abilities of individuals they provide information about an individual's potential to perform the job, measurements of numerical and reasoning skills are good predictors of job performance

Cognitive Ability Tests

measure general intelligence or levels of specific aptitudes, such as numeric fluency, general reasoning, verbal comprehension, mechanical reasoning, logical evaluation and memory span lowest cost and their predictive value increases as the complexity of the job increases Educational level = at least one of college is related to higher cognitive ability levels among applicants Apprenticeship Training Selection System discriminated against certain test takers

Knowledge tests

measure the extent to which an applicant has mastered the subject matter required to do the job Does an accountant applicant has knowledge of accounting practices?

Behavioral Assessments

more companies are creating online behavioral assessments to use as part of their applicant screening process these assessments generally use information from current employees to create personality profiles for evaluating which applicants are likely to be a good fit with culture of the company. Often, a company will hire a vendor to validate a series of questions and decide which questions are most relevant for the company The validation usually involves surveying either a sample or all current employees, and may include data from performance reviews, financial data, employee engagement, and customer service reviews of employees

Final Screening activities

narrow the number of job candidates to the number of employees that the company actually needs. Many selection methods are available for this purpose, including the various types of employment tests, interviews and assessment centers. Reference and background checks are used for screening

Trained Evaluators

observe how applicants perform during these simulations and rate their performance on a defined scale for each job-related dimension costs include setting up the process and the time that firm's managers must spend rating candidates.

Disparate Impact

occurs if the personal characteristic used to select employees leads to a lower percentage of a protected class being hired than the percentage of the nonprotected class because the members of the protected class are less likely to have that characteristic hiring based on height

Impression Management

occurs when a job applicant engages in actions to present himself in a positive light to the interviewer with the idea of biasing the outcome of the interview in his favor, regardless of his qualifications for the job. Self-promotion, ingratiation, and opinion conformity are typical types of behaviors. Portray yourself as job description during the selection process, when you're really not

Halo/Devil's Horns Effect

occurs when a positive or negative characteristic of a job applicant affects the evaluation of the candidate's other attributes. 1. make sales presentations 2. work as part of a sales team 3. maintain accurate, detailed records of sales calls Overlook possible problems, because 1 was great is halo effect Underestimate talent, because number 1 was bad is devil's horns effect

Defamation of Character

occurs when someone makes written or verbal comments about a person and those comments are not true and the comments cause harm to the individual, such as causing the person to be rejected for the job. information than an employer gives out about a current or firmer employee be true and verifiable hiring employer should require job employers to do necessary reference checks. policies prohibit personnel from divulging any information whatsoever; others limit the information provided work or worked for the company, dates of person's employment, individual's salary Good Samaritan laws encourage employers to provide reference information.

Technology and the Process of Selection

personality or situational judgement questionnaire, is the same purpose as a screening interview supplements the information that job seekers put on their applications Computer kiosks, online applications, and phone systems used for initial screening save a lot of time and paperwork for the company, and part of company's applicant-tracking system Software screening, is only as good as the information input into the screening process Testing conditions, such as timed or online, might be equivalent to paper-and-pen tests

Situational Interviews

poses hypothetical situations to the interviewee and gauges the person's responses relative to how individual would be expected to respond in a similar situation on the job. valid and accurate in predicting performance 54% of the time applicants may tell you what they think you want to hear, rather than what they'd actually do

Polygraph Protection Act of 1988

problems related to false positives and false negatives

Fair and Equal Treatment

psychological contract between an employee and an employer begins to be established during the recruitment process and is reinforced during the process. Reducing bias in the selection process and treating applicants in an consistent manner positively affects applicants' perceptions of the organization. well-designed selection process helps hiring managers clearly understand the factors that should affect their hiring decisions. structured selection process and training help reduce the likelihood of bias and ensure equal treatment of all applicants. Providing hiring managers with a scoring key for rating candidates' answers to their interview questions will reduce the risk of bias occuring.

Screening Methods

reference checks, background checks, credit reports, and honesty tests social networking sites to research job candidates level of job also increases with number of checks

False-Positive

results that person is lying, when they are not

False-Negative

results that person is not lying, where they are less likely than False-Positive, but just as costly

Disparate Treatment

results when a selection decision is based on a personal characteristic that is also a protected classification, such as age.

Selection

systematic process of deciding which applicants to hire 1. which applicants should be hired as new employees 2. which employees should be promoted to higher-level jobs 3. which employees should be moved to other jobs within the company that don't involve a promotion

Overt Honesty Test

test that is designed to predict honesty and integrity Have you every told a lie? Hard to beat the test

Honesty tests

tests have been found to predict employee theft, likelihood of filing and size of workers compensations claims, substance abuse

Person-Job Fit

the extent to which there is a good match between the characteristics of a potential employee, such as knowledge, skills, values, and the requirements of the job maximizes the benefits for both employees and their organizations.When there is a poor person-job fit, companies can expect to face higher turnover and absenteeism along with lower employee morale and productivity

Labor Market and Selection

the labor market affects applicants available for selection and the willingness of applicants to accept jobs.

Screening Interviews

used to assess the fit and actual interest in the position consists of the manager or someone from HR calling the applicant and conducting a short telephone interview. The goal is to confirm that the person is still looking for a job and is interested in the position, as well as to verify the information the person has already provided to the firm. It also assesses the person's oral communication skills.

Negligent Hiring

when an employer does not conduct a background check on an employee and that person commits a crime at work similar to a crime he or she committed in the past. Equal Employment Opportunity Commission issued new enforcement guidelines on the use of criminal and arrest records in employment decisions relative to Title VII. employees needs to consider the nature of the crime and time since it occurred in relation to the requirements of the job for which the individual has applied. The employer must allow the individual not selected because the criminal background to indicate why that exclusion is not appropriate. Under some laws, employers cannot ask about criminal records until the job offer has been made. These laws also limit how far back an employer can investigate criminal history and when in the selection process a background check can be conducted

Selection Bias

when one's personal views are allowed to affect the outcome of the decision-making process, rather than basing the decision on the results of the selection meaures Four types of bias 1. Influence of personal characteristics 2. The contrast Effect 3. The Halo/Devil's Horn Effect 4. Impression Management