Chapter

Employee Selection

Managing Human Resources

PowerPoint Presentation by Monica Belcourt, York University and Charlie Cook, The University of West Alabama

Learning Outcomes
After studying this chapter, you should be able to:
1. Explain the objectives of the personnel selection process. Identify the various sources of information used for personnel selection. Compare the value of different types of employment tests. Illustrate the different approaches to conducting an employment interview. Describe the various decision strategies for selection.

2.
3. 4. 5.

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Matching People and Jobs

Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings.

Selection Considerations:

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Figure 61

The Goal of Selection: Maximize Hits

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Figure 62

Steps in the Selection Process

Hiring decision

Supervisor/team interview Preliminary selection in HR department Background investigation Employment testing (aptitude, achievement) Initial interview in HR department Completion of application

Note: Steps may vary. An applicant may be rejected after any step in the process.

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The Selection Process

Obtaining Reliable and Valid Information
Reliability

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Reliability as Stability over Time

HIGH RELIABILITY APPLICANT
Smith Perez Riley Chan

TEST SCORE
90 65 110 80

RETEST SCORE
93 62 105 78

VERY LOW RELIABILITY APPLICANT

Smith Perez Riley Chan

TEST SCORE
90 65 110 80

RETEST SCORE
72 88 67 111

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Reliability as Consistency (Interrater Reliability)

HIGH RELIABILITY
APPLICANT Smith Perez Riley Chan Rater #1 9 5 4 8 Rater #2 8 6 5 8 Rater #3 8 5 5 8

VERY LOW RELIABILITY

APPLICANT Smith Perez Riley Chan Rater #1 9 5 4 8 Rater #2 5 9 2 4 Rater #3 6 4 7 2

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Valid and Invalid Tests

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Approaches to Validation
Criterion-related Validity

Concurrent Validity

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Approaches to Validation (contd)

Predictive Validity

Validity (or Correlation) Coefficient

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Figure 63

Correlation Scatterplots

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Approaches to Validation
Cross-validation

Validity generalization

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Approaches to Validation (contd)

Content validity

Construct validity

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Sources of Information about Job Candidates

Application Forms Online Applications Biographical Information Blanks (BIB) Background Investigations Polygraph Tests Integrity and Honesty Tests

Graphology
Employment Tests Interviews

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Application Forms
Standardization Human rights Interview format Reference checks Misrepresentation

Weighted application blank (WAB)

The WAB involves the use of a common standardized employment application that is designed to distinguish between successful and unsuccessful employees.

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Online Applications
An Internet-based automated posting, application, and tracking process helps firms to more quickly fill positions by:

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Biographical Information Blanks

Sample Questions:

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Background Checks
Checking References
Mail and telephone checks Letters of reference

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Polygraph Tests
Check provincial legislation before considering use of the polygraph.

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Figure 64

Integrity Test Question Examples

TO TEST TENDENCY TO Protect

DESCRIPTION Contains items that require individuals to indicate whether they would protect friends or co-workers who had engaged in counterproductive behaviours. Example: I would turn in a fellow worker I saw stealing money.

Be lenient

Contains items in which test takers indicate whether they would be lenient with respect to the wrongdoing of others. Example: An employee should be fired if the employer finds out the employee lied on the application blank. Includes items that require test takers to indicate the degree to which they would engage in counterproductive thoughts or behaviours. Example: Ive thought about taking money from an employer without actually doing it. Contains items in which individuals admit to directly participating in actual counterproductive behaviours. Example: Over the last three years, whats the total amount of money youve taken without permission from your employer?

Admit thought

Admit behaviour

Note: The number of items in each category was 2, 8, 13, and 9 respectively.

Source: Stephen Dwight and George Alliger, Reactions to Overt Integrity Test Items, Educational and Psychological Measurement 57, no. 6 (December 1977): 93748, copyright 1997 by Sage Publications, Inc. Reprinted with the permission of Sage Publications, Inc.
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Background Investigations (contd)

Graphology
The use of a sample of an applicants handwriting to make an employment decision.

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Employment Tests
Employment Test
An objective and standardized measure of a sample of behaviour that is used to gauge a persons knowledge, skills, abilities, and other characteristics (KSAOs) in relation to other individuals.

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Classification of Employment Tests

Cognitive Ability Tests
Aptitude tests Achievement tests

Personality and Interest Inventories

Big Five personality factors:

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Figure 6.6

CPI Personality Facets and Sample Items

Agreeableness
Trust I believe people are usually honest with me.

Conscientiousness
Attention to detail I like to complete every detail of tasks according to the work plans.

Extroversion
Adaptability For me, change is exciting.

Neuroticism
Self-confidence I am confident about my skills and abilities.

Openness to Experience
Independence I tend to work on projects alone, even if others volunteer to help me.

Source: Mark J. Schmit, Jenifer A. Kihm, and Chet Robie, Development of a Global Measure of Personality, Personnel Psychology 53, no. 1 (Spring 2000): 153193. Reprinted by permission.

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Interest tests
Preferences for certain activities Used mainly for career counselling

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Classification of Employment Tests (contd)

Physical Ability Tests Job Knowledge Tests Work Sample Tests

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The Employment Interview

Why the interview is so popular:

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Interviewing Methods
Nondirective Interview Structured Interview

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Interviewing Methods (contd)

Situational Interview Behavioural Description Interview (BDI) Panel Interview

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Highlights in HRM 6.3

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Interviewing Methods (contd)

Computer and Virtual Interview Video and Digitally Recorded Interviews

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Ground Rules for Employment Interviews

Establish an interview plan Establish and maintain rapport Be an active listener Pay attention to nonverbal cues Provide information freely

Use questions effectively

Separate facts from inferences Recognize biases and stereotypes

Control the course of the interview

Standardize the questions asked

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Are these questions legal?

1.What is your maiden name? 2.Would you include your birth certificate with your application? 3.What is your mother tongue? 4.Include a reference from your pastor, iman, rabbi or priest. 5.Can you work during Christmas? 6. Have you ever been convicted of an offence for which no pardon has been granted? 7. Can you work every Friday from 7am to 3pm?

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Medical examination
To ensure health and fitness of applicants. Provides a baseline against which subsequent exams can be compared. BUT, can only be conducted after an offer of employment has been made and can only assess abilities to perform essential job duties.

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Drug Testing
The following types of testing are not allowed:

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Reaching a Selection Decision

Selection Considerations include:

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Figure 68

Can-Do and Will-Do Factors in Selection Decisions

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Selection Decision Strategies

Clinical Approach
Subjectivity

Statistical Approach

Objectivity

Compensatory Model - Average

Multiple Cutoff Model - Minimum

Multiple Hurdle Model- Sequential

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Selection Decision Models

Compensatory Model Multiple Cutoff Model Multiple Hurdle Model

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Selection Process (contd)

Final Decision
Selection of applicant by departmental or immediate supervisor to fill vacancy. Notification of selection and job offer by the human resources department.

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