Module 6: Selection

Criterion-related validity

Ability of a test to measure some other factor related to the test. Ex- ACT scores

Structured

All candidates are asked the same questions

Multiple-hurdle selection model

Applicant must pass a selection test to go to the next test. -Cost effective because unqualified applicants stop taking further tests

Resume

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

Employment interviews defined

Goal-oriented conversation where the interviewer and applicant exchange information: -continues to be the primary method used to evaluate applicants -at this point, candidates are assumed to be qualified

Negligent Hiring

Liability a company incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm.

Personality-job fit

Making sure the recruit's personality fits in with that specific job; Preferably an extroverted person for the job:

Do background checks when the employee will work with sensitive/vulnerable populations

Minors, disabled, elderly, sick/injured (healthcare settings):

Selection divison ________________________

Most critical step -Person who qualifications most closely conform to requirements of open position and organization should be selected

Methods of Interviewing

One-on-one interview Group interview Board interview (panel) Multiple interviews Video Interview Stress interview (put someone in the job to see how they do)

Factors affecting the Selection Process

Other HR functions Legal considerations Decision-making speed Organizational hierarchy Applicant pool (having enough qualified people) Organizational fit

Types of Fit

Person-job fit Person-group fit Personality-job fit Ability-job fit Person-organization fit

Selection

Process of choosing the individual best-qualified applicant for a job; *Selecting the wrong person for any job can be costly:

Situational Questions

Put the candidate in a hypothetical situation that they would likely face on the job. "You lead a team of engineers and 2 of them have very different views on how to solve the problem. How would you interact with the 2 engineers to resolve the issue?"

To be non-discriminatory, employment tests must be:

RELIABLE -test scores should be consistent (similar) when taken by the same person more than once (test-retest reliability) and when more than one person scores the test (inter-rater reliability) VALID -test should measure knowledge, skills, abilities, etc that it claims to measure.

Probing

Requests clarification Appropriate for improving interviewer's understanding "What do you mean by "it was tough"?

Close-ended

Requires a limited response (yes/no) Appropriate for fixed aspects of the job "Do you have a commercial driver's license" yes or no

Hypothetical

Requires candidates to describe what they'd do & say in a given situation Appropriate for assessing capabilities "What would be the problem if the machine made a squeaking sound"

Content of the Interview

Seek additional job-related information and examples of past job-related behaviors: -occupational experience -academic achievement -interpersonal skills -personal qualities and provide info about: company, job, expectations

Preliminary screening

The processing of eliminating clearly unqualified job applicants early in the selection process; weeding out unqualified applicants and finding the best ones. Ex.- having a bachelor's degree:

Selection goal

To properly match people with jobs and organization:

Person-job fit

between a person's abilities and job demands or between a person's desires and job attributes/rewards:

Person-group fit

between recruit and potential work group or supervisor.

Legal or illegal: What languages do you speak? Can you prove you are legally eligible to work?

both legal

Reliability

consistency of a test measurable

Construct validity

measures a theoretical concept or trait that is not directly observable. Ex.- IQ test

Reference checks

-Information for individuals who know the application -Provides additional insight and vertification of information furnished by applicant -Many state laws shield employers from liability for harm to an ex-employee based on job references

Unstructured

-No preplanned questions or sequence of topics -MOST SUSCEPTIBLE to discrimination claims as it introduces interviewer bias

Review of Resumes

-Resume -Professional/managerial applicants often being selection process by submitting a resume -Concept of relevancy is crucial in selling the applicant to the company

If the EEOC investigates a complaint about a selection test being discriminatory, __________________________________________________________

the organization must prove that the selection procedure is valid for that particular job.

Evaluating selection effectiveness

• Quality of hire • Time required to hire • New hire retention • Hiring manager overall satisfaction • Turnover rate

Concluding the interview

-When interviewer has obtained necessary information and answered applicant's questions, he or she should conclude the interview -Tell applicant he or she will be notified of the selection decision shortly -Management must then determine whether candidate is suitable for the open position and organization

Background checks

-credit checks -criminal background checks -reference checks -social media & web searches -some states have laws in place to protect job candidates (some companies can check your credit)

Prudent employer will conduct comprehensive background checks when hiring for positions of special trust, such as

Counselors, care givers, security personnel, etc. -Access to financial assets/records (financial advisors, accountants)

Selection tests potential problems

"can do" vs. "will do" Test anxiety Discrimination lawsuits

Selection Tests

**Used to predict future job performance -Reliable and accurate means of selecting qualified candidates -Cost is minimal -Identify attitudes and job-related skills that interviews may not recognize (Ex.- being nervous)

Types of selection tests

-Cognitive ability/ IQ tests -Psychomotor abilities tests (strength/coordination) -Job knowledge -Personality tests -Genetic testing -Handwriting analysis -Polygraph testing (illegal, except for armored car services & dispensing controlled substances)

ADA does not prohibit pre-employment medical examinations _________________________________________

-Determines point at which they may be adminstered during selection process. -Determines whether applicant is physically capable of performing the work All exams must be directly relevant to the job requirements & an org cannot order a physical exam until the applicant is offered employment.

Review of Applications

-Essential information is included and presented in a standardized format -Application form must reflect firm's informational needs and EEO requirements. -Preprinted statements are usually included: Certifies that information provided is accurate Should state position is employment at will Gives permission for background check

Compensatory Selection model

Applicants can perform poorly on one test, but make up for that poor score by doing well on other tests or interviews

Behavioral descriptive

Asks in an open-ended form about something specific that the candidate has done in the past "Tell me about a time when you had to deal with a difficult customer."

Types of Interview Questions

Close-ended Open-ended Hypothetical Probing Behavioral descriptive Situational Questions

Pre-employment screening: background investigations

Determine accuracy of info submitted or determine if vital info was ommitted Background investigations involve obtaining data from various sources Intensity of background investigations depends on the nature of the open position tasks

Ability-job fit

Ensuring that the recruit's physical and intellectual skills are able to accomplish the job:

Person-organization fit

How recruits fit within the structure and how culture affects how they work:

Potential Interviewing problems

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

Semi-structured

Interviewer follows list of questions, but also asks unplanned questions

Types of interviews (choose one or the other)

Structured Semi-structured Unstructured

Content validity

Test measures knowledge/understanding of the items it is supposed to measure. Ex.- counting back change

Valid & Reliable measures

Validity Criterion-related validity Content validity Construct validity Reliability

Negligent hiring primary consideration

Whether the risk of harm was reasonably foreseable by the employer -there is no defined list of jobs for which thorough background checks are required

Legal or illegal: Have you ever belonged to a union? Are you married or single? What is your date of birth? Do you have any form of disability?

all illegal

Open-ended

requires a detailed response. Appropriate for determining abilities and motivation. "Why do you want to be an HR manager"

Validity

test measures what it claims to measure