Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 6

Employee Testing and Selection

© 2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook

All rights reserved. The University of West Alabama
After studying this chapter, you should be able to:

1. Explain what is meant by reliability and validity.

2. Explain how you would go about validating a test.
3. Cite and illustrate our testing guidelines.
4. Give examples of some of the ethical and legal
considerations in testing.
5. List eight tests you could use for employee selection,
and how you would use them.
6. Explain the key points to remember in conducting
background investigations.

© 2008 Prentice Hall, Inc. All rights reserved. 6–2

 Why Careful Selection is Important

The Importance of
Selecting the Right
Employees

Costs of Legal
Organizational
Recruiting and Obligations and
Performance
Hiring Liability

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 Types of Validity

Test
Validity

Criterion Content
Validity Validity

Face
Validity

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 Types of Tests

What Tests
Measure

Cognitive Motor and Personality

(Mental) Physical and Achievement
Abilities Abilities Interests

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 The “Big Five”

Extraversion

Emotional Stability/
Conscientiousness
Neuroticism

Openness to
Agreeableness
Experience

© 2008 Prentice Hall, Inc. All rights reserved. 6–6

 Work Samples and Simulations

Measuring Work
Performance Directly

Miniature
Management Video-Based
Work Job Training
Assessment Situational
Samples and
Centers Testing
Evaluation

© 2008 Prentice Hall, Inc. All rights reserved. 6–7

Background Investigations and
Reference Checks (cont’d)

Former Employers

Current Supervisors

Sources of Commercial Credit

Rating Companies
Information

Written References

Social Networking Sites

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 Limitations on Background Investigations
and Reference Checks

Legal
Issues:
Defamation

Background
Legal
Employer Investigations
Issues:
Guidelines and Privacy
Reference Checks

Supervisor
Reluctance

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 Substance Abuse Screening (cont’d)

Safety:
Impairment vs.
Presence

Americans with Recreational

Disabilities Act Use vs.
Ethical Addiction
and Legal
Drug Free Issues
Intrusiveness of
Workplace Act
Procedures
of 1988

Accuracy of
Tests

© 2008 Prentice Hall, Inc. All rights reserved. 6–10

 Improving Productivity Through HRIS: Comprehensive
Automated Applicant Tracking and Screening Systems

Benefits of Applicant
Tracking Systems

Can match
“Knock out” Allow employers
“hidden talents”
applicants who to extensively test
of applicants to
do not meet job and screen
available
requirements applicants online
openings

© 2008 Prentice Hall, Inc. All rights reserved. 6–11

 KEY TERMS

negligent hiring
reliability
test validity
criterion validity
content validity
expectancy chart
interest inventory
work samples
work sampling technique
management assessment center
situational test
video-based simulation
miniature job training and evaluation

© 2008 Prentice Hall, Inc. All rights reserved. 6–12