SELCTION FINAL #1 - Application Forms, BIBs, Reference Checks

What is an application form?

A pre-employment screen in form of series of questions designed to provide information on general suitability of applicants for specific jobs

Validity of reference data

- Studies have found .26 + .29 validity -

Rules for providing reference information

- Do not give out reference info over the phone - Document ALL information that is released - Provide only specific, objective info - Obtain written consent from employee prior - Do NOT answer question involving opinion as to whether previous employee would be rehired

Issues with application forms:

- Falsifying certifications and/or experiences and exaggerations (past employers, inflation of grades, educational degrees)

Sources of reference data

- Former employers - Personal references - Investigative agencies (consumer reports, etc) - Public records (criminal records, motor vehicle records, workers' comp record, education records)

What are some indicators of resume fraud?

- Inflated educational credentials (grade received, degrees, etc.) - Omitted/inconsistent periods of employment, gaps in time periods - Exaggerated claims of expertise - Claimed to work with firms now out of business - "Self-employed"

How to enhance accuracy of app forms and resumes

- Letting applicants know that info is going to be verified - Letting them know references will be checked - Having them sign a statement to authenticate data provided - Provide a statement that if there is a falsehood found, they may be terminated

When should you eliminate an item from the biodata inventory?

- Little response vairnace - No correlation with JP, no validity - Skewed response distribution, adverse impact

What is the issue with reference letters?

- Overwhelmingly positive - Letter quality depends - Might not include relevant information

Guidelines for writing biodata items

- Should only concern past behavior + experiences - No questions about relationships w/ family or any personal questions about religion - Mark items accordingly - Responses should form a continuum - Should be neutral / pleasant - Need to job relevant - Items related to past/present behaviors, opinions, and attitudes - Should reflect external events, potentially verifiable, measure unique/discrete events

Guidelines for obtaining reference info

- Submit a written request of specific questions - Include a release form signed by applicant - If previous employer refuses: ask why, document time/name/data of person refusing, tell them person might not be hired due to lack of reference

Requirements/expectations for instructions for applicants

- Tell applicants how to complete form - Clarity and lowest reading level possible (8th grade) to be easy to understand - Inform disabled applicants to request reasonable accommodations -State form was reviewed to ensure job revelancy

What are the 3 assumptions of Biographical Information Blanks? (BIB, biodata)

1. Best predictor of future performance is past performance 2. Individuals are less defensive when describing their behavior (vs explaining) 3. Past applicant behavior can provide indirect measure of motivation

What are the advantages of the BIB? (3)

1. Cheap, systematic and standardized 2. Measures effective employee, does not predict employee success 3. Applies empirical scoring procedures ensuring only job-related questions are included

What are the two major parts that job applicants consist of?

1. Instructions for completing + submitting application 2. Questions whose answers are utilized to make suitability decision

Responsibilities/expectations of the reference giver/provider:

1. Must have had a chance to observe candidate in relevant situations 2. Must have knowledge of the candidate 3. Must be competent to make evaluations requested 4. Able to express themselves so comments are understood 5. Must give frank and honest assessments

2 types of Biodata items

1. Response type- answered through a scale-form (yes/no, single-choice responses, multiple choice, Likert) 2. Behavior-type- specific behavioral content or dimension of a certain item (actual behavior, memory, hypothetical behavior, goals?)

What are the purposes of application forms?

1. To decide if applicants meet the minimum requirements for a position 2. To assess + compare the strengths/weaknesses of individual completing the application

Situations that require background investigations and reference checks

1. Unsupervised access to private residencies 2. Little/no direct supervision 3. Public safety (transportation, etc.) 4. Substantial personal contact with the general public 5. Work with individuals receiving personal care (health care) - High stakes!

4 types of info collected from reference checks:

1. Verification of employment/educational background data 2. Appraisal of character + personality 3. Estimates of job performance ability 4. Willingness to rehire

What is the purpose of reference checking?

1. Verify what applicants have self-reported on the form (detection of the unqualified) 2. To serve as a predictor of job success - getting data from part performance 3. Identifying anything in applicant's past to indicate if they may pose a problem in the future (any reasons not to hire?)

What are biodata?

A broad spectrum of an individual's background, experiences, interests, attitudes, and values

Defamation of character - what needs to be demonstrated to not deem it as such?

A written (libel) or oral (slander) false statement made by an employer about a previous employee that damages applicant's reputation It needs to be shown that the referencer provided truthful, job relevant information, they are likely to be judged as qualified privilege and NOT slander/libel

Legal implications for application forms

Avoiding: 1. Adverse impact questions- questions that minorities and protected classes may answer differently 2. Disparate treatment questions- different questions asked to certain group EEOC Pre-employment Guidelines: -Screening out minority group members/members of a particular sex - Avoid including items that DON'T predict successful JP - Cannot be justified as necessity / BFOQ

What is the difference between background investigations + BIBs?

BIB - # of different questions about people's different life and work experience, sample of current performance + sign of future, empirical decision making Investigation - for jobs that high profile/high risk, reference checking/databases, screening, current performance, focus on negative behavior, judgmental decision making

What does with ADA (Americans w/ Disabilities Act) restrict when it comes to reference checking?

Can't ask about medical issues, or anything you wouldn't be able to ask applicants in the selection process

Weighted Application Black (WAB)

Coming up with an empirical scoring key to weigh information on the application form Actually scoring previous work experiences or educational level, etc.

Employer's liability for negligent hiring

If they do not make an effort to find information, employer is liable for any damaged caused by their hire

What should be used to serve as a basis for choosing appropriate employment application questions?

Job analysis data

References are viewed more ____ by applicants than cog ability evals, personality tests, biodata, and integrity tests.

More favorably

Questions always necessary to ask in form:

Name Address Phone # Work experience Feel of education/training Skills SSN? (don't have to provide)

Cons for LinkedIn

Opens up the door for some legal challenges (biases toward race, gender, interests)

Pros for LinkedIn

Provides organization with more than just qualifications but memberships to groups on LinkedIn Less susceptible to faking/fraudulent behavior