6 Employee Testing

and Selection
Human Resource Management
14th Edition, Global Edition

4-

Gary Dessler

Copyright © 2015 Pearson Education Ltd. 6-1

 Learning Objectives

1. Answer the question: Why is it

important to test and select
employees?
2. Explain what is meant
4- by reliability and
validity.
3. List and briefly describe the basic
categories of selection tests, with
examples.
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6-2
 Learning Objectives

4. Explain how to use two work

simulations for selection.
5. Describe four ways4-to improve an
employer’s background checking
process.

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Answer the question:
Why is it important to
test and select
employees?
4-

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 Why Employee Selection Is
Important

• Performance
• Cost
4-
• Legal obligations
• Person and
job/organization fit

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6-5
 Review

• Person-job fit
• Matching the knowledge, skills, abilities,
4-
and other competencies (KSACs)
• Employers Liability Act of 1969

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Explain what is meant by
reliability and validity.
4-

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 Basic Testing Concepts

• Reliability
• The consistency of scores obtained by the same person when
retested with the identical tests or with alternate forms of the
4-
same test.

• Validity
• The accuracy with which a test, interview, and so on
measures what it purports to measure or fulfills the function it
was designed to fill.

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 Basic Testing Concepts

• Reliability
• Validity
o Criterion validity 4-
o Content validity
o Construct validity

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 Basic Testing Concepts

• Criterion validity: A type of validity based on showing that

scores on the test (predictors) are related to job performance.

• Content Validity: A test 4-

that is content valid is one that
contains a fair sample of the tasks and skills actually needed for
the job in question.

• Construct validity: A test that is construct valid is one

that demonstrates that a selection procedure measures a
construct (an abstract idea such as morale or honesty) and that
construct is important for successful job performance.
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 Evidence-BasedHR: How to
Validate a Test

• Analyze
• Choose
• Administer 4-

• Relate
• Cross-validate

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 Evidence-Based HR: Test
Validation Issues
• Who scores the test?
• Bias
• Utility analysis
• 4-
Validity generalization

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 Review
• Reliability =
consistency
• Validity = 4-

measuring what
you intend to
measure

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6-13
Inc.
 Review

• Statistical analysis
• Use professionals
• Rights and security
4-
• Privacy
• Tests at work
• Computerized,
online testing
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6-14
List and briefly describe the
basic categories of selection
tests, with 4-examples.

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 Types of Tests

• Cognitive abilities
o Intelligence tests
o Specific cognitive abilities
4-
• Motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
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6-16
 What do personality tests measure?

• The “Big Five”

• Predicting performance
4-

• Caveats

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 Review

• Cognitive abilities • Interests

• Achievement
o IQ
• “Big 5”
o Specific mental 4- • Predicting
• Caveats
abilities o Interpretation
• Motor skills o Legal issues
o Disputing
• Personality value

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6-18
Explain how to use two
work simulations for
selection.
4-

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 Work Samples and Simulations

• Basic procedure
• Situational judgment tests
4-
• Management assessment centers
• Situational testing

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 IMPROVING PERFORMANCE:
HR Practices Around the Globe
• 1100 BC the Chinese government was
testing civil service candidates
• China uses assessment
4- centers to
select employees
• Private employers use personnel
tests, in-basket tests, and leaderless
group discussions
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 Work samples and simulations

• Computerized multimedia
assessment
• Miniature job training4- and
evaluation
• Realistic job previews
• Choosing a selection method

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 Review

• Situational • Miniature job

judgment training
• Assessment • Realistic job
4-
centers previews
• Situational • Choose a
testing selection
• Computers method
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Describe four ways to improve
an employer’s background
4-
checking process.

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 Background Investigations

• Why perform checks?

• Effectiveness
• Legal dangers 4-

o Defamation (damaging the good

reputation of someone)
o Privacy
• How to check
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 IMPROVING PERFORMANCE:
HR Tools for Line Managers and
Entrepreneurs

• Make the Background Check More Valuable

o Use a statement 4-to authorize a
background check
o Compare the application to the résumé
o Write open-ended questions

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 Background Investigations

• Applicants’ social postings

• Pre-employment information
services 4-
• The polygraph and honesty testing
o Paper-and-Pencil Honesty Tests 
• Graphology

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IMPROVING PERFORMANCE: HR Tools
for Line Managers and Entrepreneurs

• Testing for Honesty

o Question
o Listen 4-
o Credit, employment and
reference check
o Test
o Policies

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 Background Investigations

• “Human lie detectors”

• Physical exams
• Substance abuse screening
4-

o Some Practical Considerations 

• Complying with immigration law
o Proof of Eligibility

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 Review
• Why perform checks?
• Effectiveness
• Legal dangers
4-
• How to check
• Social postings
• Information services

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 Review

• Honesty testing
• Graphology
• “Human lie 4-

detectors”
• Physicals/drugs
• Immigration
• HRIS
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 Improving Performance at
The Hotel Paris

1. Provide a detailed example of a security

guard work sample test.
4-
2. Provide a detailed example of two
personality test items you would suggest
they use, and why you would suggest using
them.

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 Improving Performance at
The Hotel Paris

3. What other tests would you suggest to Lisa,

and why would you 4-
suggest them?
4. How would you suggest Lisa try to confirm
that it is indeed the testing and not some other
change that accounts for the improved
performance.
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6-33
Hotel Paris
Strategy
Chapter 6

4-

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 4-

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