Chapter 7 : Staffing

DIDIK , ELIZABETH, SHINTA

 Questions to answer

In what ways do business strategy and

organizational culture affect staffing decisions?
What screening and selection methods are available,
and which ones are most accurate?
What should be done to improve pre-employment
interviews?
Can work-sample tests improve staffing decisions?
What are some advantages and potential problems
to consider in using assessment centers to select
managers?
 Organizational Considerations
in Staffing Decisions

Business Strategy

Organizational Culture
 Affecting job search process
 individuals who choose jobs with organizations that are
consistent with their own values, beliefs, and attitudes are
more likely to be productive, satisfied employees
 The Logic of Personnel Selection

Selection Errors, selecting someone to be

accepted/rejected by measuring:
 Over time
 Across different samples of items
 Across different raters or judges working independently

Reliability of Measurement
Validity of Measurement
 Screening & Selection Methods

Employment Application Forms

 Ethical Dilemma: Are Work History Omission Unethical?
 Video Resumes?
Recommendation, References, & Background Checks
Meaningful Recommendation
Background Check
• Degree of writer familiarity
• Job-related information only
with the candidate
• The Fair Credit Reporting Act
• Degree of writer familiarity
• No subjectivity
with the job in question
• Credibility of source
• Specific examples of
reference material, e.g.:
performance
direct supervisor
• Individuals or groups to
• Personal conduct report (e.g.
whom the candidate is
crime, bankruptcy)
compared
 Assessment Method in Selection
Personality Measures
 The Issue of Faking
Drug Screening Personal History Data
 Impairment testing, does it
work? Employment Interviews
Two Controversial
Work-sample Test
Selection Testing
 Graphology (Handwriting) Leaderless Group
Analysis
 Polygraph Examination Discussion
Integrity Test In-Basket Test
Mental Ability Test
The Situational
Projective Measures
 Measures of Emotional Judgment Test
Intelligence Assessment Centers
Validity Generalization
 Choosing the Right Predictor

The nature of the job

Validity of the predictors: applicants’ scores
The selection ratio: percentage of applicants selected
The cost of the predictor