Chapter 7 SelectionGroup 7 August 24, 2002

Employee SelectionEmployee Selection

Selection is the process of choosing Selection is the process of choosing from a group of applicants those from a group of applicants those individuals best suited for a individuals best suited for a particular position.particular position.

The right hiring decision is the The right hiring decision is the powerful tool to improve company powerful tool to improve company productivity.productivity.

Environment FactorsEnvironment Factors

Legal considerationLegal consideration

Speed of decision makingSpeed of decision making

Organizational hierarchyOrganizational hierarchy

Applicants poolApplicants pool

Type of organizationType of organization

Probationary periodProbationary period

General Selection ProcessGeneral Selection Process

Preliminary interviewPreliminary interview

Applications complete the firm's Applications complete the firm's application blankapplication blank

Administration of selection testsAdministration of selection tests

Employment interviewEmployment interview

Reference and background checksReference and background checks

Company physical examinationCompany physical examination

Designed Selection TestsDesigned Selection Tests

Reliable and accurate if selecting Reliable and accurate if selecting qualified candidate from a pool of qualified candidate from a pool of applicants.applicants.

Predict an ability to perform the job Predict an ability to perform the job “can do” but not “will do”.“can do” but not “will do”.

Tests – norms, reliability and validity.Tests – norms, reliability and validity.

Validation StudyValidation Study

Criterion-related validity - compare the Criterion-related validity - compare the score to aspect of job performance eg. score to aspect of job performance eg. performance appraisal.performance appraisal.

Concurrent validity - the test scores and Concurrent validity - the test scores and criterion data are obtained at the same criterion data are obtained at the same time.time.

Predictive validity - doing test and later Predictive validity - doing test and later obtaining the criterion information.obtaining the criterion information.

Employment TestsEmployment Tests

Cognitive aptitudeCognitive aptitude

Psychomotor abilitiesPsychomotor abilities

Job knowledgeJob knowledge

Work – sampleWork – sample

Vocational interest Vocational interest teststests

Genetic testingGenetic testing

Skills testing via Skills testing via InternetInternet

Planning and Content of the Planning and Content of the InterviewInterview

Establishing rapportEstablishing rapport

Seeks additional job-related Seeks additional job-related informationinformation

Clarification of certain pointClarification of certain point

Uncovering of additional informationUncovering of additional information

Elaboration of data needed for making Elaboration of data needed for making decisiondecision

Provide company information, the job Provide company information, the job and candidate's expectationand candidate's expectation

Legal ImplicationsLegal Implications

Same validity requirement in selection Same validity requirement in selection process.process.

Inproper use of interview causes Inproper use of interview causes discrimination.discrimination.

Based strictly on qualifications.Based strictly on qualifications.

Not discuss topics such as religion, Not discuss topics such as religion, social activities, national origin, gender social activities, national origin, gender or family situations.or family situations.

Decision only on job-related factors.Decision only on job-related factors.

Potential Inteviewing Potential Inteviewing ProblemsProblems

Inappropriate Inappropriate QuestionsQuestions

Premature Premature JudgementsJudgements

Interviewer Interviewer dominationdomination

Inconsistent Inconsistent questionquestion

Central tendencyCentral tendency

Halo errorHalo error

Contrast effectsContrast effects

Interviewer biasInterviewer bias

Lack of trainingLack of training

Behavior sampleBehavior sample

Nonverbal Nonverbal communicationcommunication

Basic InterviewBasic Interview

Unstructured interview – interviewer asks Unstructured interview – interviewer asks probing, open-ended questions, encourages probing, open-ended questions, encourages to do much of talking.to do much of talking.

Structure interview – series of job-related Structure interview – series of job-related questions that are consistently askes of questions that are consistently askes of each applicant for a particular job.each applicant for a particular job.

Behavioural interview – structure interview Behavioural interview – structure interview designed to probe the candidate's past designed to probe the candidate's past behavior in specific situations.behavior in specific situations.

Methods of InterviewMethods of Interview

One-on-oneOne-on-one

Group interviewGroup interview

Board interviewBoard interview

Stress interviewStress interview

Computer-assisted interviewComputer-assisted interview

Assessment CentersAssessment Centers

A selection technique used to A selection technique used to identify and select employees for identify and select employees for position in the organization.position in the organization.

Candidates do simulate tasks that Candidates do simulate tasks that they will perform in the job which they will perform in the job which they are being considered.they are being considered.

References CheckReferences Check

Provide insight of Provide insight of the applicant.the applicant.

Allow verification Allow verification of its accuracy.of its accuracy.

Using Using professional professional screening firms.screening firms.

Previous Previous employmentemployment

EducationEducation

Personal referencesPersonal references

Criminal historyCriminal history

Driving recordDriving record

Civil litigationCivil litigation

Workers' Workers' compensation compensation historyhistory

Credit historyCredit history

Social security Social security numbernumber

Negligent hiring, Negligent Negligent hiring, Negligent Retention, Polygraph TestsRetention, Polygraph Tests

Negligent hiring – not reasonably Negligent hiring – not reasonably investigate applicants' background and investigate applicants' background and assigned dangerous persons to positions assigned dangerous persons to positions where they inflict harm.where they inflict harm.

Negligent retention - keeping persons Negligent retention - keeping persons where records indicate strong potential where records indicate strong potential for wrong doing.for wrong doing.

Polygraph – a lie detector test to confirm Polygraph – a lie detector test to confirm or refute the information contained in the or refute the information contained in the application blank. application blank.

Selection Detection, Selection Detection, Physical Examination and Physical Examination and Notification of CandidatesNotification of Candidates

The final choice after evaluate reference The final choice after evaluate reference checks, selection tests, background checks, selection tests, background investigations and interview information.investigations and interview information.

Physical examination information to Physical examination information to differentiate capabilities between successful differentiate capabilities between successful and less-successful employee.and less-successful employee.

The selection process results inform to The selection process results inform to candidate both unsucessful as soon as candidate both unsucessful as soon as posible to keep relationship.posible to keep relationship.