HR test 2 selection

Bad topics to ask in interviews

1.Children 2.Age 3.Disabilities 4.Physical characteristics 5.Marital status 6.Citizenship 7.Arrest records (ask about convictions) 8.Smoking 9.Diseases (e.g., AIDS) 10.Religion

SA negligent hiring a company can be sued for

1.Company hires an employee with a background of bad behavior 2.Employee engages in same bad behavior and someone gets hurt 3.Victim can sue for negligent hiring 4.Company is held liable for damages

When is there a higher risk of negligent hiring

1.Is the company working with a vulnerable population - Minors (under 18) - Anyone with reduced mental capacity (elderly) 2.Position of special trust - Someone who is acting as an advisor (respected profession) ex. Doctors, Lawyers and financial advisors 3.Access to valuables, money, inventory or clients home.

illegal selection test

Genetic Testing Handwriting Analysis Polygraph Testing

Selection

Process of choosing the individual best suited for particular position and organization from a group of applicants

Selection Process

Recruited Candidate Preliminary screening Review of applications and resumes Selection test employment interviews pre-employment screening selection decision physical examination new employee

optional selection processes

Selection tests background check physical examination

Preliminary screening Short Answer

They take minimum qualifications and eliminate applications that don't meet minimum. Usually by education and years of experience

Panel

more than one interviewer

group interview

more than one job candidate used when company is hiring cohort

Overqualified

no a fit either with job demands employee will be bored

Credit checks

prevent employee fraud or theft

criminal checks

to avoid being sued for negligent hiring

Why are background checks last in the selection process SA

to save money

Getting around preliminary screening

undesirable location or industry or small companies

When do interview questions become illegal

when they ask about a protected class status

You have a problem if your selection test creates

§Adverse impact (most common) §Disparate treatment §If your test isn't scientifically valid (it doesn't measure what you think it's measuring) §If your test doesn't match the requirements of the job

types of selection tests

§Cognitive aptitude (IQ) §Psychomotor abilities (strength/coordination) §Job knowledge §Work-sample §Personality Genetic Testing Handwriting Analysis Polygraph Testing

resume

§Goal-directed summary of a person's experience, education, and training developed for use in the selection process

Interveiw

§Goal-oriented conversation where the interviewer and applicant exchange information

Dodd-Frank Act amendment to the Fair Credit Reporting Act (FCRA)

§If an employer uses a consumer report that includes a credit score in order to determine eligibility for employment, the employer will be required to disclose: - you get a copy of credit check

potential interview problems

§Inappropriate questions §Permitting non-job-related information §Interviewer bias §Interviewer domination §Lack of training §Nonverbal communication

selection tests

§Reliable and accurate means of selecting qualified candidates §Cost is minimal §Identify attitudes and job-related skills that interviews may not recognize

Negligent hiring

§The liability a company incurs when it fails to conduct a reasonable investigation of the applicant's background, and then assigns a potentially dangerous person to a position where he or she can inflict harm

Preliminary screening

§The process of eliminating clearly unqualified job applicants early in the selection process §Benefit: avoid wasting time on unqualified job applicants §Survival mode, ruthless.

Types of Interveiws

§Unstructured §Structured §Behavioral §Situational

The Fair Credit Reporting Act (FRCA)

§requires your written permission any time an employer hires a third party to conduct a background check (including credit checks)

methods of interviewing

•One-on-one interview •Group interview •Panel interview •Multiple interviews •Video Interview •Stress interview

Problems with selection tests

- Can do vs. will do/motivation - Test anxiety - Possibility of discrimination/ adverse impact

unstructured interview

- no plan goes with the flow. - Unplanned conversation - mom and pop stores

Illegal interview questions SHORT ANSWER

- technically not illegal to ask, but is illegal to make a decision based on that information and if you ask you are implying that it is being used for a decision. - To protect company from discrimination lawsuit you never ask the question

what is the legal reason to have structured interview SA

forces you to treat all candidates the same. Legal defense against a disparate treatment discrimination lawsuit.

cohort

group that starts together and works together

Movement against credit checks

identity theft, bad divorces still show up on credit checks and the person has little control over them

Structured interveiw

interview follows a predetermined list of questions -larger company, branch of government, more stressful

Underqualified

is someone who doesn't't fit with job and will feel high level of anxiety. Turnover increases

Situational questions

require the candidate what they would do in a certain situation.

behavioral quiestions

requires an example from job applicants past. ex. Tell me about a time when you demonstrated leadership skills, more accurate, tell you what the job would be like

Fit for company

someone who's capabilities match the demand for the job.