Management of Human

Resources
MGM 411
By: Dr Hassan Al-Dhaafri
Hassan.aldhaafri@skylineuniversity.ac.ae
 Selecting
Selecting
Employees
Employees
Chapter 7

Chapter 7
 Learning Objectives
1. Outline the steps in the selection process.
2. Describe aptitude, psychomotor, job knowledge,
proficiency, interest, and personality tests.
3. Explain a polygraph test.
4. Describe structured and unstructured
interviews.
5. Define validity.

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 Learning Objectives (cont.)
6. Explain predictive validity.
7. Explain concurrent validity.
8. Describe content validity.
9. Discuss construct validity.
10.Define reliability.
11.Define adverse (or disparate) impact

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 Selecting Employees
 Selection
└ The process of
choosing from among
available applicants
the individuals who
are most likely to
successfully perform a
job

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 The Selection Process
Factors affecting nature of organization's
selection process:
 Organization's size
 Types of jobs to be filled
 Number of people to be hired
 External pressures from EEOC or union

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Steps in the Selection Process

Figure 7.1

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 Employment Application Form
First step in most selection procedures
 Provides basic employment information for use in
later steps of selection process
 Can be used to screen out unqualified applicants

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 Processing
Weighted application forms
└ Application forms that assign different weights or
values to different questions.

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 Accuracy of Information
 Information can be verified through reference
checking
 Employers may require the applicant to sign a
validity statement
 Employers view falsification of an application
form as a serious offense that, if detected,
normally leads to discharge

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 Applicant Flow Record
Applicant flow record
└ A form completed voluntarily by a job applicant
and used by an employer to obtain information
that could be used to illegally discriminate.

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 Preliminary Interview
Preliminary interview
└ used to determine whether the applicant's skills,
abilities, and job preferences match any of the
available jobs in the organization,
└ to explain to the applicant the available jobs and
their requirements,
└ to answer any questions the applicant has about
the available jobs or the employer.

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 Formal Testing
Aptitude tests
└ Means of measuring a person's capacity or latent
ability to learn and perform a job.

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 Aptitude Tests

Verbal
ability

Reasoning Numerical
ability ability

Spatial Perceptual
ability speed
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 Aptitude Tests
Verbal ability
└ Measure person's ability to use words in thinking,
planning, and communicating
Numerical ability
└ Measure ability to add, subtract, multiply, and
divide
Perceptual speed
└ Measure ability to recognize similarities and
differences
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 Aptitude Tests (cont.)
Spatial ability
└ Measure ability to visualize objects in space and
determine their relationships
Reasoning ability
└ Measure ability to analyze oral or written facts
and make correct judgments concerning them on
the basis of logical implications

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 Psychomotor Tests
Psychomotor tests
└ Tests that measure a person's strength, dexterity,
and coordination
└ Finger dexterity, manual dexterity, wrist-finger
speed, speed of arm movement

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 Job Knowledge and
Proficiency Tests
 Job knowledge tests  Proficiency tests
└ Tests used to measure └ Tests used to measure
the job-related how well a job
knowledge of an applicant can do a
applicant. sample of the work to
be performed in the
job.

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 Interest Tests
Interest tests
└ Tests designed to determine how a person's
interests compare with the interests of successful
people in a specific job.

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 Personality Tests
Personality tests
└ Tests that attempt to measure personality traits
└ Rorschach inkblot test, Thematic Apperception
Test
└ have limited application in selection decisions

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 Polygraph Tests
Polygraph
└ Device that records physical changes in a person's
body as he or she answers questions
└ also known as a lie detector

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 Polygraph Tests
The Employee Polygraph Protection Act of
1988:
└ Prohibits employers from conducting polygraph
examinations on all job applicants and most
employees
└ Prevents use of voice stress analyzers and similar
devices that attempt to measure honesty
└ Does not prohibit paper-and-pencil tests and
chemical testing, such as for drugs or AIDS

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 Polygraph Tests
Major exemptions to the law are as follows:
 All local, state, and federal employees are exempt from
coverage, although state laws may be passed to restrict
the use of polygraphs
 Industries with national defense or security contracts are
permitted to use polygraphs
 Businesses with nuclear power–related contracts may
use polygraphs
 Businesses and consultants with access to highly
classified information may use polygraphs
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 Polygraph Tests
Private businesses are also allowed to use
polygraphs under certain conditions:
 When hiring private security personnel
 When hiring persons with access to drugs
 During investigations of economic injury or loss by
employer

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 Graphology
Graphology (handwriting analysis)
└ Use of a trained analyst to examine a person's
handwriting to assess the person's personality,
emotional problems, and honesty.

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 Drug and AIDS Testing
 Most common practice is to test current employees
when their job performance suggests substance
abuse and all new potential employees
 Most companies will not hire a potential employee
who tests positive for drug abuse
 HIV testing is much more common among healthcare
firms

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 Genetic Testing
Sophisticated medical tests use gene coding to
identify individuals with gene structures that
may make them susceptible to illness
There are concerns about legitimate uses of
genetic information and what happens to any
information obtained through genetic testing
exist

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 Second or Follow-Up Interview
Follow-up interview
└ Purpose is to supplement information obtained in
other steps in selection process to determine the
suitability of an applicant for a specific opening

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 Types of Interviews
Structured interview
└ An interview conducted according to a
predetermined outline
└ provides the same type of information on all
interviewees
└ allows systematic coverage of all questions
deemed necessary by the organization

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 Types of Interviews
Unstructured interview
└ An interview conducted without a predetermined
checklist of questions
└ lack of systematic coverage of information
└ susceptible to the personal biases of the
interviewer

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 Types of Interviews
 Stress interview  Board or panel
└ Interview method that interviews
puts the applicant └ Interview method in
under pressure to which two or more
determine whether he people conduct an
or she is highly interview with one
emotional. applicant.

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 Types of Interviews
 Group interview
└ Interview method in
which several
applicants are
questioned together

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Problems in Conducting Interviews
Initial impressions
└ Interviewer draws conclusions about a job
applicant within the first 10 minutes of the
interview.
Halo effect
└ Occurs when managers allow a single prominent
characteristic of the employee to influence their
judgment on several items of a performance
appraisal.

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Problems in Conducting Interviews
Overgeneralizing
└ interviewee may not behave exactly the same
way on the job as during the interview
└ interviewer must remember that the interviewee
is under pressure during the interview and that
some people just naturally become very nervous
during an interview.

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Other Problems in Conducting
Interviews

Personal
preferences

Biases Prejudices

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 Conducting Effective Interviews
1. Careful attention must be given to selecting
and training interviewers
2. Plan for interview should include an outline
specifying information to be obtained and
questions to be asked
3. Interviewer should attempt to put applicant
at ease

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 Conducting Effective Interviews
(cont.)
4. Facts obtained in interview should be
recorded immediately
5. Effectiveness of interviewing process should
be evaluated

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Reference Checking

Personal references

School references

Past employment
references

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 Reference Checking
Verification of information on application form
is the least to be verified
Most employers are hesitant to answer
questions about previous employees because
of the threat of defamation lawsuits

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 Reference Checking
 Fair Credit and Reporting Act of 1971
└ Requires private organizations to give job applicants
access to information obtained from a reporting service
 Mandatory that applicant be made aware that a
check is being made
 Most employment application forms now contain
statements which must be signed by applicant,
authorizing the employer to check references and
conduct investigations

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 Physical Examination
Job offer is often contingent on individual
passing physical examination
Exam is given to determine
└ Whether applicant is physically capable of
performing the job
└ His or her eligibility for group life, health, and
disability insurance

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Making the Final Selection Decision
 Value judgment based on the information gathered
in previous steps must be made to select most
qualified individual
 Chances of making a successful judgment improve if
previous steps have been performed efficiently
 Many organizations leave the final choice to the
manager with the job opening

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Lets look back!

Thanks and QnA time

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