HRM - Chap5. Selecting Employees

Fundamentals of Human Resource
Management
Fifth Edition
Chapter 5
Selecting
Employees
Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 2)
1. Define basic testing concepts, including validity
and reliability.
2. Discuss at least four basic types of personnel
tests.
3. Explain the factors and problems that can
undermine the interview’s usefulness and the
technique for eliminating them.
Learning Objectives (2 of 2)
4. Explain how to do background checks on job
candidates.
5. Discuss how to use employee selection methods
to raise the level of a company’s employee
engagement.
Define basic testing concepts, including
validity and reliability.
The Basics of Testing and Selecting
Employees
Careful Selection
• Improves employee and organizational
performance
• Improves your own performance
• Reduces dysfunctional behaviors
• Decreases legal issues
Legal Implications and Negligent Hiring
Negligent Hiring
• Carefully scrutinize
• Authorize background checks
• Save all records
• Reject applicants with false statements
• Immediate disciplinary action
Two Important Test Characteristics
• Reliability
• Validity
Correlation Examples
Types of Validity
• Criterion Validity
• Content Validity
• Construct Validity
How to Validate a Test
Step 1: Analyze the Job
Step 2: Choose the Tests
Step 3: Administer the Tests
Step 4: Relate Scores and Criteria
Step 5: Cross-Validate and Revalidate
Know Your Employment Law
• Avoiding Discrimination
• Job Relatedness
• Protecting Employees
Individual Rights and
Test Privacy
Types of Tests
• Cognitive Abilities
• Motor and Physical Abilities
Measuring Personality
• Nonperformance Test
• Interest Inventories
• May Violate ADA
• Personality Test Effectiveness
Sample Online Personality Test Questions
Other Types of Tests (1 of 2)
• Achievement Tests
• Computerized Online Testing
• Work Samples and Simulation
• Situational Judgment Tests
Other Types of Tests (2 of 2)
• Management Assessment Centers
• Video-Based Situational Testing
• Miniature Job Training and Evaluation Approach
• Computerized Multimedia Candidate Assessment
Tool
Interviewing Candidates (1 of 2)
• Interview
• Structure
• Types of Questions
• How to Administer
Structured Interview Guide
Interviewing Candidates (2 of 2)
• Online Interviews
• Diversity
How Useful Are Interviews?
• Situational Question Interviews
• Structured Interviews
• One-on-One Interviews
How to Avoid Common Interviewing
Mistakes (1 of 2)
• Snap Judgments
• Negative Emphasis
• Not Knowing the Job
• Pressure to Hire
• Candidate Order (Contrast Error)
• Influence of Nonverbal Behaviors
How to Avoid Common Interviewing
Mistakes (2 of 2)
• Attractiveness
• Research Insight
• Ingratiation
• Nonverbal Implications
• Influence of Nonverbal Behaviors
How to Conduct an Effective Interview
Step 1: Design the Interview B1: Thiết kế buổi phỏng vấn
Step 2: Review the B2: Xem kỹ hồ sơ ứng viên
Candidate’s Background
B3: Thiết lập mối quan hệ
Step 3: Establish Rapport
B4: Đặt câu hỏi
Step 4: Ask Questions
B5: Kết thúc phỏng vấn
Step 5: Close the Interview
B6: Đánh giá lại buổi phỏng
Step 6: Review the Interview vấn
Interviewing Candidates
Phỏng vấn ứng viên cần lưu ý
• Avoiding Illegal Questions – Tránh câu hỏi vi
phạm pháp luật
• Using Competencies Models – Sử dụng tiêu
chuẩn năng lực
• Profile-Oriented Interviews – Phỏng vấn dựa vào
hồ sơ của ứng viên
Asking Profile-Oriented Interview
Questions
TABLE 6.1 Asking Profile-Oriented Interview Questions
Profile Component Example Sample Interview Question
Competency Able to use computer Tell me about a time you used CAD Pro
drafting software computerized design software.
Knowledge How extreme heat Suppose you have an application where HCl is
affects hydrochloric heated to 400 degrees Fahrenheit at 2
acid (HCl) atmospheres of pressure; what happens to the
HCl?
Trait Willing to travel abroad Suppose you had a big affair that you had to
at least four months attend next week and our company informed
per year visiting you that you had to leave for a job abroad
facilities immediately, and stay three weeks. How would
you handle that?
Experience Designed pollution Tell me about a time when you designed a
filter for acid-cleaning pollution filter device for an acid-cleaning facility.
facility How did it work? What particular problems did
you encounter? How did you address them?
Sample Interview Questions (1 of 4)
Organization and Planning Skills
1. Describe a specific situation which illustrates how you set objectives to reach
a goal.
2. Tell me about a time when you had to choose between two or more important
opportunities. How did you go about deciding which was most important to
you?
3. Tell me how you normally schedule your time in order to accomplish your day-
to-day tasks.
4. Describe a situation where you had a major role in organizing an important
event. How did you do it?
5. Think about a lengthy term paper or report that you have written. Describe
how you organized, researched, and wrote that report.
6. Give an example of how you organized notes and other materials in order to
study for an important exam.
7. Describe a time when you reorganized something to be more efficient. How
did you do it?
8. Think of a time when you made important plans that were fouled up. How did
you react? What did you do?
Interaction and Leadership
1. Tell me about an event in your past which has greatly influenced the way you
relate to people.
2. Give a specific example that best illustrates your ability to deal with an
uncooperative person.
3. Some people have the ability to “roll with the punches.” Describe a time when
you demonstrated this skill.
4. Tell me when you had to work with someone who had a negative opinion of
you. How did you overcome this?
5. Recall a time when you participated on a team. Tell me an important lesson
you learned that is useful to you today.
6. Describe an instance when you reversed a negative situation at school, work,
or home. How did you do it?
7. Describe a situation which best illustrates your leadership ability.
8. Think about someone whose leadership you admire. What qualities impress
you?
Assertiveness and Motivation
1. Describe several work standards that you have set for yourself in past jobs.
Why are these important to you?
2. Tell me a time when you have experienced a lack of motivation. What caused
this? What did you do about it?
3. Describe a situation where you had to deal with someone whom you felt was
dishonest. How did you handle it?
4. Describe a situation that made you extremely angry. How did you react?
5. Tell me about a time that best illustrates your ability to “stick things out” in a
tough situation.
6. Describe a time when you motivated an unmotivated person to do something
you wanted them to do.
7. Give me an example of a time when you were affected by organizational
politics. How did you react?
8. Give me an example of when someone tried to take advantage of you. How
did you react?
Decision Making and Problem Solving
1. Give an example that illustrates your ability to make a tough decision.
2. Tell me about a decision you made even though you did not have all the facts.
3. Describe a situation where you have had to “stand up” for a decision you
made, even though it was unpopular.
4. Describe a situation where you changed your mind, even after you publicly
committed to a decision.
5. Describe a situation that illustrates your ability to analyze and solve a
problem.
6. Tell me about a time where you acted as a mediator to solve a problem
between two other people.
7. Describe a problem that seemed almost overwhelming to you. How did you
handle it?
8. Tell me about a time where you have used a creative or unique approach to
solve a tough problem.
Background Investigations and Reference
Checks
• What to Verify
• Collecting Background Information
• Checking Social Networking Sites
• Reference Check Effectiveness
Know Your Employment Law (1 of 4)
• Giving References
– Defamation
• Using Pre-employment Information Services
• Honesty Testing
• Polygraph Tests
• Paper-and-Pencil
Honesty Tests
• Spotting Dishonesty
• Graphology
• Medical Exams
• Drug Screening
• Realistic Job Previews
• Tapping Friends and Acquaintances
• Making the Selection Decision
• Complying with Immigration Law
• Comprehensive Applicant Tracking and Screening
Systems
• Developing and Extending the Job Offer
Employee Engagement Guide
• Engagement
• Building Engagement
• The Toyota Way
Step 1: an in-depth online application (20–30 minutes)
Step 2: a 2- to 5- hour computer-based assessment
Step 3: a 6- to 8- hour work simulation assessment
Step 4: a face-to-face interview
Step 5: a background check, drug screen, and medical
check
Step 6: job offer
Summary
1. Screening and selecting job candidates
2. The many types of personnel tests
3. Factors that can undermine the usefulness of an
interview
4. Screening tools
5. Candidates with high potential tend to be
engaged
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• Motor and Physical Abilities

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