1. define basic testing concepts, including validity and
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1
Chapter 6
Selecting Employees
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 an interview’s usefulness,
and the techniques for eliminating them.4. Explain how to do background checks on job candidates.5. Explain the basics of how to develop and extend a job offer.
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The Basics of Testing and Selecting Employees
Selection
Selecting the best fit candidate / candidates for the job.
Why Careful Selection is Important?
Organizational Performance
Dysfunctional behaviors
Legal Implications (Negligent hiring)
Employees Performance
Cost
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The Basics of Testing and Selecting Employees
Basic Testing Concepts
Reliability The characteristic that refers to the consistency of scores obtained by thesame person when retested with the identical or equivalent tests.
Validity The accuracy with which a test, interview, and so on measures what it purportsto measure or fulfills the function it was designed to fill.
Criterion validity A type of validity based on showing that scores on the test(predictors) are related to job performance (criterion).
Content validity A test that is content valid is one that contains a fair sample ofthe tasks and skills actually needed for the job in question.
Construct validityA test that is construct valid is one that demonstrates that aselection procedure measures a construct and that construct isimportant for successful job performance.
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The Basics of Testing and Selecting Employees
Basic Testing Concepts
Validity How to validate a test?
1 Analyze the job
2 Choose the tests
3 Administer the test (Concurrent validity – Predictive Validity)
4 Relate your test scores and criteria (Expectancy chart)
5 Cross – validate and revalidate
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The Basics of Testing and Selecting Employees
Basic Testing Concepts
Utility Analysis Expense - Does it pay to use the test? – Validity – Measure - Test scores andcosts - Number of applicants
Legality Testing and equal employment opportunity laws - Avoid different type of bias… etc
Generalization The degree to which evidence of a measures validity obtained in one situationcan be generalized to another situation without further study.
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Selection Procedure
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1 Filing the application form
2 Using tests and interviews
3 Background investigation and reference check
4 Medical examination
5 Probation period
6 Appointment
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Using Tests at Work
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Using computerized tests
Using online tests
Using data mining
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Using Tests at Work (Types of Tests)
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Tests of Cognitive Abilities
Intelligence Tests Specific Cognitive Abilities / Aptitude tests
Tests of Motor and Physical Abilities
Measuring Personality Tests
Personality Test Effectiveness
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Using Tests at Work (Types of Tests)
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Interest Inventories
Achievement Tests
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Using Tests at Work (Types of Tests)
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Computerized and Online Testing
Situational Judgment Tests
Management Assessment Centers
Computerized Multimedia Candidate Assessment Tools
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Interviewing Candidates
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Interview
A procedure designed to obtain information from a person through oral responses to oral inquiries
Types of Selection Interviews
Structured Interview Unstructured Interview
An interview following a set sequence of questions.
An unstructured conversational-style interview in which the interviewer pursues
points of interest as they come up in response to questions.
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Interviewing Candidates
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Types of Questions
Situational Interview A series of job-related questions that focus on how the candidate would behave in a given situation.
Behavioral Interview A series of job-related questions that focus on how they reacted to actual situations in the past.
Knowledge and Background Questions
job-related knowledge and experience.
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Interviewing Candidates
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How to Administer an Interview?
Panel / Board Interview
One on One Interview
Serial Interview
Mass Interview
Phone Interview
Video / Web-Assisted Interview
Computerized Interview
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Interviewing Candidates
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How Useful are Interview?
Situational = higher validity
Structured = more valid and reliable
One-on-one = more valid than panel
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Interviewing Candidates
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How to Avoid Common Interviewing Mistakes?
1 First impressions (snap judgments).
2 Negative emphasis
3 Not knowing the job
4 Pressure to hire
Interviewing Candidates
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How to Avoid Common Interviewing Mistakes?
5 Candidate order (contrast error)
6 Influence of nonverbal behavior
7 Attractiveness
8 Ingratiation
9 Nonverbal implications
Interviewing Candidates
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Steps in Conducting an Effective Interview
Step 1 Structure the interview
1 Make sure you understand the job. 2 Use mostly job knowledge,situational, or behavioral questions.
3 Train interviewers. 4 Use the same list of questions withall candidates.
5 Use rating scales. 6 Have several people interview thecandidate.
7 If possible, use a structuredinterview form.
Interviewing Candidates
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Steps in Conducting an Effective Interview
Step 5 Close the interview and leave time to answer any questions thecandidate may have
Step 6 Review the interview after the candidate leaves, review yourinterview notes and fill in the structured interview guide
Step 3 Establish rapport
Step 4 Ask questions, and try to follow your structured interview form
Step 2 Review candidate’s background Before the interview
Using Other Selection Techniques
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Background Investigations and Reference Checks
Why? What to verify?
Collecting background information Checking social networking sites
Reference check effectiveness Making reference checks more useful
Using pre-employment information services
Using Other Selection Techniques
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Honesty Testing
Polygraph tests Paper-and-pencil honesty tests
Graphology
Using Other Selection Techniques
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Medical Exams
Drug Screening
Realistic Job Previews
Using Other Selection Techniques
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Tapping Friends and Acquaintances
Making the Selection Decision
Evaluating the Selection Process
Using Other Selection Techniques
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Complying with Immigration Law
Improving Productivity through HRIS
Developing and Extending the Job Offer
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