A dialogue initiated by one or more persons to gather information a

A selection interview
nd evaluate the qualifications of an applicant for employment
Without proper care, it can be unreliable, low in validity, and
biased against a number of different groups
Moreover, interviews are relatively costly because they require at le One key standard for any measuring device is its reliability,
Definition
ast one person to interview another person, and these persons hav There are a few limitations in thi the degree to which a measure is free from random error
e to be brought to the same geographic location s type of selection methods
Reliability refers to the measuring instrument r
Finally, in terms of legality, the subjectivity embodied in the process, ather than to the characteristic itself
as well as the opportunity for unconscious bias effects, often makes Perfect Positive Relationship: +1.0
Interviews
applicants upset
Estimating the Reliability of Measurement We can estimate reliability in several different ways Perfect Negative Relationship: -1.0
First, HR staff should keep the interview structured, standardized, Reliability
and focused on accomplishing a small number of goals A number of concrete steps that one No Relationship: 0.0
can employ to increase the utility of t
Interviewers should also have a structured note-taking system that Test – retest Reliability. Note that the time period
he personnel selection interview When the time period becomes too long, this increases t
will aid recall when it comes to justifying the ratings between measurements is important when it co
he chance that the characteristic itself is changing
mes to interpreting test – retest reliability.
An interview procedure where applicants are
confronted with specific issues, questions, or Definition At what level of reliability, the measures are good e
problems that are likely to arise on the job nough to test?
Situational Interview Standards for Reliability
Experience-Based The required reliability depends in part on the nature of the
Situational judgment items
decision being made about the people being measured
Future-Oriented come in two varieties
The extent to which performance on the measure is related to performance on the job
The applicant usually gets to choose who writes the letter Definition
Reliability is a necessary but insufficient condition for validity
They may justifiably fear that supplying damaging informatio This problem with reference
n about someone could come back to haunt them letters has two causes Test whether there is an empirical association between two measurement. If ther
e is a substantial correlation, criterion-related validity has been established
Applicants do not always tell the truth when it comes to listing their references
Reference, Application Blanks, an The key distinction is that the correlation reflects a reliability estimate
The low cost of obtaining such information si d Background Checks when we are attempting to assess the same characteristic twice
gnificantly enhances its utility
Predictive validation seeks to establish an empirical relationship between two
One of the most important elements of biographical Collect background information f test scores taken prior to being hired and eventual performance on the job
information deal with educational background rom the applicants Criterion-Related Validation Concurrent validation assesses the validity of a test by administering i
The biggest concern with the use of biographical t to people already on the job and then correlating test scores with exi
data is that applicants who supply the information sting measures of each perso n’s performance
may be motivated to misrepresent themselves Validity
First, job applicants are typically more motivated to pe
Muscular tension rform well on the tests than are current employees
Muscular power Despite the extra effort and time needed for predictive validation, i Second, current employees have learned many things
Muscular endurance t is superior to concurrent validation for a number of reasons on the job that job applicants have not yet learned
Cardiovascular endurance There are seven classes of tests in this area Third, current employees tend to be homogeneous —that
is, similar to each other on many characteristics
Flexibility
Content validation is performed by demonstrating that the question
Balance When sample sizes are small, an alternative test validation strate
Physical Ability Test s or problems posed by the test are a representative sample of the
gy, content validation, can be used.
Coordination Name: o à n V Hà o kinds of situations or problems that occur on the job
Is the physical ability essential to performing the job? Student ID: 31201028653 Because the content of these tests so closely parallels the content
Content Validation of the job, one can safely make inferences from one to the other
Is there a probability that failure to adequately perform There are two key questions to ask Class: HRM-DH46ISB-01
the job would result in some risk to the safety or health First, one assumption behind content validation is that the person who is to be
The ability to use content validation in small-sample settings hired must have the knowledge, skills, or abilities at the time he or she is hired
of the applicant, co-workers, or clients? makes it generally more applicable than criterion-related valid
Differentiate individuals based on their me ation. However, content validation has two limitations. Second, because subjective judgment plays such a large role in content validation,
Cognitive ability tests Types of Selection M Selection and Selection Method Sta it is critical to minimize the amount of inference involved on the part of judges
ntal rather than physical capacities
ethods Placement ndards
A perso n’s capacity to understand and use written and spoken language Verbal Comprehension The degree to which the validity of a selection method
Definition
Definition established in one context extends to other contexts
The speed and accuracy with which one can
Quantitative Ability Different situations (jobs or organizations)
solve arithmetic problems of all kinds There are two primary “c ontext s”
A perso n’s capacity to invent solutions to many diverse problems Reasoning Abilities Cognitive Ability Test Different samples of people
Generalizability
Adverse impact on some minority groups An alternative for validating selection methods for companies
The major drawbacks that cannot employ criterion-related or content validation
Applicants may be tempted to cheat
First, the company provides evidence from previous criterion-relat
Extroversion ed validity studies conducted in other situations that shows that a
Validity generalization
Adjustment specific test is a valid predictor for a specific job
Agreeableness Five major dimensions of personality Second, the company provides evidence from job analysi
Validity generalization is a three-step process s to document that the job it is trying to fill is similar in all
Conscientiousness major respects to the job validated elsewhere
Openness to experience Finally, if the company can show that it uses a test that is the same
Self-awareness as or similar to that used in the validated setting, then one can “g e
neralize” the validity from the first context to the new context
Self-regulation
Emotional intelligence is traditionally Personality Inventories The degree to which the information provided by selection
Self-motivation methods enhances the bottom-line effectiveness of the organization
conceived of as having five aspects
Empathy Definition
However, many characteristics of particular selection contexts enha
Social skills nce or detract from the usefulness of given selection methods, even
when reliability, validity, and generalizability are held constant
People sometimes lack insight into what their own personalities are actually like
f- lower validity associated with sel
The Utility Many other factors relate to the utility of a test
Peopl e’s personalities sometimes vary across different contexts reports of personality can be traced t
In other words, most people are in the middle, followed by a smaller gr
Applicants find it easier to fake traits by providing socially desirable r o three factors
oup of people who are a little bit above or below the mean, followed by
esponses to questions Most individual differences take on the f an even smaller group of outliers far above and below the mean
Epplicants respond to a set of standardized hypothetical case studi orm of a normal distribution
This belief in the normal distribution has traditionally been extended to p
es and role-play how they would react to certain situations The degree of fidelity in work sa eopl e’s beliefs about job performance
Employers will sponsor competitions in which contestants mples can vary greatly
All selection methods should conform to existing laws and existing legal precedents
By their very nature the tests are job specific, so generalizability is low With all these advantages of work-sa Definition However, many characteristics of particular selection contexts enha
Work Sample
These tests are relatively expensive to develop mple tests come two drawbacks nce or detract from the usefulness of given selection methods, even
when reliability, validity, and generalizability are held constant
Describe a wide variety of specific selection programs that e
mploy multiple selection methods to rate either applicants o Assessment Center Protects individuals from discrimination based on race, color,
r job incumbents on their managerial potential sex, religion, and national origin with respect to hiring as well
as compensation and working conditions.
A dialogue initiated by one or more persons to gather information a Paper-and-pencil honesty tests com
nd evaluate the qualifications of an applicant for employment e in a number of different forms Legality First, it defines employer s’ explicit obligation to establish the busi
ness necessity of any neutral-appearing selection method that ha
These tests should be administered systematica
Honesty Tests and Drug Tests Civil Rights Act of 1991 s had adverse impact on groups specified by the law
lly to all applicants for the same job
Employers considering the use of drug tests would b Second, the 1991 Act allows the individual filing the complaint to h
Testing seems more defensible for jobs that involve
e well advised to make sure that their drug-testing pr ave a jury decide whether he or she may recover punitive damage
safety hazards associated with failure to perform
ograms conform to some general rules s for emotional injuries caused by the discrimination
Companies that employ drug testing also have to Federal Legislation Finally, the 1991 Act explicitly prohibits the granting of preferential
recognize the changing legal status for drugs
treatment to minority groups
Age Discrimination in Employment Act of 1967
Americans with Disabilities Act (ADA) of 1990