[Chapter 9] Application Forms, Biodata and Reference checks

Usefulness of reference data

1. little research on reliability 2. 0.26-0.29 validity

Classification of application or biodata by response type

1. yes-no 2. continuum, single choice response 3. non-continuum, single-choice response 4. non-continuum, multiple-choice response 5. continuum, plus escape option 6. non-continuum, plus escape option 7, common stem, multiple continuum

Applicant form

A selection device that collects information about the applicant's education, previous work experience, and other background characteristics. Designed to provide info about the general suitability of applicants for jobs to which they are applying

Give an example of a CV parser

daXtra

What are some appropriate questions?

- do not adversely impact a certain group - filtering of unnecessary questions, unrelated to the job competence - respect privacy of applicant - existing info can corroborate the responses collected (in determining success or failure in job) - adherence to fair employment laws or guidelines

guidelines for biodata

1. Biodata items should deal with past behavior 2. Items regarding family or other personal matters are usually viewed as offensive 3. Specificity and brevity of items and response options are desirable 4. Numbers should be used to define a biodata item's options or alternatives 5. All possible response options and an "escape option" (other) should be given; where possible, use response options that form a continuum 6. Item options should carry a neutral or pleasant connotation 7. Items dealing with past and present behaviors and with opinions, attitudes and values are ok 8. Items should reflect historical events important in shaping a persons' behavior and identity 9. To lessen the effect of individuals faking, biodata items should reflect external events, be limited to firsthand recollections, be potentially verifiable, and measure unique, discrete events (such as age when first licensed to drive)

Function of application form

1. Decide whether applicants meet minimum requirements 2. Assess and compare the relative strengths and weaknesses of the people making the application

What kind of instructions should be included?

1. clear and understandable 2. prohibit giving unsolicited info 3. should state that disabled applicants can request reasonable accommodation in completing the application 4. state that the form has been reviewed to make sure it is fair and job-related 5. address privacy concerns 6. should be attractive, fair, easy to use

What are the types of reference data collected?

1. employment and educational 2. appraisal of character and personality 3. applicant's job performance and capabilities 4. willingness of reference to rehire the applicant

What are the legal implications of applicant forms?

1. federal and state laws affect the kinds of info that can be requested (more questions may NOT be better) 2. all questions must be used in making a hiring decision

Sources of reference data

1. former employees 2. personal references 3. investigative agencies 4. public records 5. federal court records 6. educational records

How should an application form be composed?

1. instructional info 2. decisive questions; responses to these qns are used to decide applicant suitability

Criteria for reliable reference givers

1. must have had the chance to observe the candidate in relevant situations 2. knowledge of candidate 3. competent to make evaluations requested and express themselves 4. must want to give frank and honest assessments

What are the essential application form content?

1. name 2. current address/email address 3. telephone number 4. work experience 5. level of education and training received 6. skills possessed

Methods of collecting reference data

1. telephone checks 2. internet and email 3. mail 4. letters of recommendation 5. in-person check

Classification of biodata by behavioural content

1. verifiable/unverifiable 2. historical/futuristic 3. actual behaviour/hypothetical 4. memory/conjecture 5. factual/interpretive 6. specific/general 7. response/response tendency 8. external/internal event

How do we reduce distorted or embellished application info?

1. warn applicants that false info may be grounds for dismissal 2. warn applicants that info will be checked 3. have applicants sign a statement certifying the accuracy of the info

Reference Checks

Contacting previous employers of a job applicant to determine his or her job history. Reference checks may also include checking with school(s) or college(s) attended by the applicant to verify educational qualifications. Done at the end of application process (last part of the hiring process)

Biodata

Information about candidates' interests, work experiences, training, and education Self report data provided by the applicant Based on the notion that a deeper study of applicants and their employment backgrounds and life experience can be employed as an effective predictor

What is the most preferable response type item format?

continuum, single choice most amenable to various kinds of statistical analyses; the other item types require special steps for scoring and analysis example: How many fiction books have you read in the past year? - none - 1 or 2 - 3 or 4 - 5 or 6 - more than 6

What is a CV parser?

electronically gathers and organises, and automates the scanning of resumes and applicant forms by extracting data using keyword searches also allows you to search the existing database for applicants that fit your job (even before job adverts are published)

How do application forms discriminate?

gender, ethnicity, age

What is the procedure of testing biodata items with a large, representative group of the applicant population to ensure that test items are non-objectable and non-discriminatory

pilot test

What is the advantage of using reference checks?

prevent negligent hiring

How are biodata analysed?

scoring keys noting specific individual items on the application that distinguished between successful and unsuccessful employees (1) indicators are weighted as to importance (2) effective for a variety of lower-skilled jobs

What is the link between CV/resume and application form?

standardises the CV; everyone provides the same biodata

What is an applicant tracking system?

streamlines the recruitment process by maintaining a database of info from the recruitment process to keep track of a company's job openings and applicants

Difference between scored and and unweighted data

unweighted data are only moderate predictors of later job performance (0.10-0.20) systematically scored and weighted data; validity is compelling (0.30-0.40) info obtained from application blanks are useful but to realise its potential, the form must rely on an empirical analysis to identify items that predict the outcome of interest or begin with job analysis to ensure that only job-related questions are posed