HRM 361 Chapter 7: Selecting Human Resources (Definitions)

Non-directive interviews

- Do not prepare a set of questions to ask. Most common used. Not reliable, nor valid

According to Thorndike (1949) there four aspects or PREDICTORS that make selection systems rigorous:

1. Reliability (Stability & Equivalence) 2. Validity (Face, Content & Criterion-Related) 3. Practicality 4. Free from bias / Fair

Aptitude test

: measures a person's capacity to learn & Achievement tests: measures what a person knows. How well can you use your brain. / how your process information to solve problems / think quickly IQ

Content Validity

A test have content validity if it is related to the job requirement. It is about what is being measure for each KSAO, does the instrument effectively measure that particular attribute? Use Job analysis. The evaluation from the perspective of an expert. Ensure content matches Job Descriptions with people that actually do the job (The experts).

Personality tests

Also very good predictor of job performance. IF you use the right test, you can predict job performance. Predicts performance across job with consciousness. / MBTI vs BIG 5

Criterion-Related Validity

CRV is about prediction. Give to current employees and look at whether it predicts job performance. This type of validity is used to measure the ability of instrument to predict outcomes. Predictor: the interview/ scenario and a criterion: the performance/outcome

Validity

Degree to which test or procedure accurately measures a person's attributes needed for job performance. Validity is concern with the evidence that supports the prediction. Predicting on individual will perform well based on interview results. How Well a test (personality test) measures what it claims to measure. Can I trust? Extent to which performance on a test is related to performance on the job

Face validity

Examinees' perceptions / applicant's candidate's reaction /It is important but it is the weakest type of validity; if the test have low validity, it doesn't mean is not valid at all. We still can use it. "the extent to which examinees perceive the content of the selection procedure to be related to the content of the job" (Chan et al., 1997)

Concurrent validation

Extent to which a test score obtained now predicts current performance; Administer new test and interview to JOB INCUMBENTS; Collect recent job performance ratings; Look at correlation between test scores and performance

Predictive validation

Extent to which test scores predict subsequent job performance; Collect test scores of JOB CANDIDATES; Hire job candidates based on other criteria; After the new employees have been working in the organization for a period of time, correlate test scores with job performance ratings

Types of validity

Face validity, Content validity & Criterion-related validity = Concurrent or Predictive

· Consequences of fit and Misfit

Fit = attraction, performance, satisfaction Misfit = poor performance, dissatisfaction, turnover

Do you have children? Legal or illegal

ILLEGAL

Have you been arrested? Legal or illegal

ILLEGAL

What is your maiden name? Legal or illegal

ILLEGAL - because ask marital status

How long have you been working? Legal or illegal

ILLEGAL because age discrimination

Is English your first language? Legal or illegal

ILLEGAL, it is LEGAL if the organization is asking for bilingual

Work samples

Involve applicants performing actual job tasks. No racial impact /E.g., typing, preparing and delivering oral presentation, athletic tryouts / E.g., job talks for professors

General mental ability (GMA

Is controversial because unintentional discrimination, IQ test

Have you ever been convicted of an offence for which no pardon has been granted? Legal or illegal

LEGAL, in California is ILLEGAL, the organization can ask for background check after the offer.

Can you work nights and weekends? Legal or illegal

LEGAL, when ask work in Christmas is ILLEGAL

Cognitive ability tests (level of intelligence)

Measures individual's thinking, memory, reasoning, verbal and mathematical abilities. / Strong PREDICTOR of JOB PERFORMANCE TIP: Don't use cognitive ability tests alone, use others too, like personality and work samples. Why? Because there is an adverse impact when you use this test alone à when the test can lead race discrimination

Achievement Test

Measures what a person knows. Any certification tests.

The Interview

Most widely used selection technique Two types: · Nondirective (unstructured) · Structured

MBTI Meyer Brick

Popular team building in company but it is unreliable (scores are inconsistent) and not valid. People still use it because big company behind it that give fake results. Doesn't really capture what personality is. / test-retest low because change overtime. Not valid because it's not reliable(consistent/stable). Personality is a spectrum not a category, no absolute in personality (people vary) because the spectrum of personalities is not measured in MBTI it is not a good test, NEEDS TO BE RELIABLE FIRST AND THEN IT WILL BE VALID

Intuition-based selection

Practice that is based on BIAS, such as hunches, gut feeling, personal preferences, tradition, etc. /Common in hiring /Results in poorer employee and organizational performance

Evidence-based selection

Practice that is informed by research. Best predictor of future behavior is performance behavior

Assessment Centers

Procedure involving multiple assessment techniques to assess reactions to "real" job-related tasks / Often to assess managerial potential A process by which individuals are evaluated as they participate in a series of situations that resemble what they might be called on to handle on the job. · In-basket exercises- where candidates are evaluated from different angles · Leaderless group discussions · Role playing · Behavioral interviews · Work samples · Cognitive ability and Personality tests

Reliability

Refers to the consistency of scores produced by a selection technique

Selection Maxim #2

Selection is about prediction (never 100%) / Predicting whether someone will be effective at performing a given job in a given organization / We guess of the candidate is going to be a god employee. Hiring on information from past and present. Based on some sample of behavior (predictors) interviews, situational judgment test etc.

Physical Ability tests

Strength, speed, agility, endurance, etc / Potential for adverse impact / When you use it, we have to make sure its related to the core of the job, or essential to the job function. It needs to have content validity.

Selection

Taking your qualified pool of applicants that identified through the recruitment process, and select a candidate for the position. / The process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Starts right after recruitment / We recruit from applicant population and select from Applicants pool (job candidates)

Selection Maxim #1

The success of an organization depends on the performance of its employees (human capital) /There are other factors, but workforce quality sets the upper limit / These are the truths of why selection is important. / Are the drivers of organization success. Think of companies like Apple. Their success is really hinged on their people and their creativity.

Wonderlic Personel Test (WPT)

Use the NFL. · Has low face validity within NFL players be their reactions where negative, they do not understand the test tolerance. · Has low content validity because it pretty much did not expect represent what is going to be done. Has high CRV because they give many examples before and after

Person-Job Fit (PJ fit)

When you are hiring someone, it is important consider fit. · Individuals are characterized by: Qualifications (e.g., interpersonal skills), Motivation (e.g., need for challenge and autonomy) · Need a dual fit: Job requirements = individual qualifications / Job rewards = individual motivation

Selection Maxim #3

You will make better selection decisions if your selection procedures are based on evidence rather than intuition When where are choosing individual who have relevant qualification to fill existing job openings, the most common tool is the interview In this class we must learn how to choose qualified candidates from intuition-based selection to Evidence-based selection.

Explain what the multiple hurdle approach is and what its advantages and disadvantages are

approach; Is a sequential approach: Applicants must pass minimum cutoff on each predictor before moving to the next / Ex. Police Officers Advantages: Makes process less costly, Good if applicant pool is relatively large, Good if a certain level of each KSA is important and can't be compensated for by others Disadvantages: Makes process more time consuming

BIG 5 / OCEAN

has been proven reliable because personality exists in a spectrum. There are set of questions that will help us know what level of each category you are based on how you answer the question. Get a percentile test. · O Openness - How open a person is to new ideas and experiences · C Conscientiousness - How goal-directed, persistent, and organized a person is. good at planning proactive, .... goal oriented, based on all their traits it is the one that is the best predictor of good job performance ...Some exhibit criterion related validity for many jobs ex conscientiousness · E extraversion - How much a person is energized by the outside world, socially desirable skill in the US · Criterion related validity of others depends on job. Ex extraversion predicts performance of salespeople · A Agreeableness - How much a person puts others' interests and needs ahead of their own · N Neuroticism (emotional stability)- How sensitive a person is to stress and negative emotional triggers. emotion stability, face situations emotionally, sensitive

Person-Organization Fit (PO fit)

is extent of fit between individual characteristics and organizational characteristics Organizational culture / values; Norms of desirable attitudes and behaviors (e.g., integrity, fairness, etc.) Hierarchical vs decentralized structure; Affects communication; "chain of command" Stability vs change

Equivalence

it is important for interviews, Inter-rater reliability; Agreement between 2 or more raters of same behavior. If more than one person rated you, would their scores be consistent at least 75% agreement (eg. dancing with the stars scores).

Stability

it is important for test. Test-retest reliability / repeated administrations of the same measure yield consistent results. If given same test, would you get consistent results (Do personality test twice; Myers Brigs personality test).

Structured Interviews

it is reliable and valid because is because it is based in actual data and job analysis. There are 3 distinguished features: · Job-related questions - job descriptions · Predetermined scoring system/ rating scale · standardized - same approach for all applicants. Ex. You can't interview some candidates by phone and others by skype.

Unstructured interviews can lead to biases. give me some examples

· o similar-to-me" effect - it is common that the interview choose someone like him. Ex. He remember me when I was young o Primary or recency effect- interviewers remember the first impression and the last thing that the candidate said (this is why is you are in an interview, it is good idea to recap your strengths). Halo effect -Ex. She is young, she must be intelligent, fun. / The horn effect - closely related to the halo effect, is a form of cognitive bias that causes one's perception of another to be unduly influenced by a single negative trait.

Conscientiousness

· How goal-directed, persistent, and organized a person is. good at planning proactive, .... goal oriented, based on all their traits it is the one that is the best predictor of good job performance ...Some exhibit criterion related validity for many jobs ex conscientiousness