Employee Testing

and Selection

Employee Testing and Selection Employee testing and selection is the use

of various tools and techniques to select the best candidates for the job. These tools cover the selection process, basic testing techniques, background and reference checks, ethical and legal questions in testing, types of tests, and work samples and simulations.

Why Careful Selection Is Important A manager’s performance depends on the

performance of subordinates The cost to recruit and hire is high Legal implications of incompetent hiring

are costly and can result in negligent hiring litigation

Testing Concepts Test validity checks whether or not a test

measures what it is supposed to measure Test reliability = a test’s consistency or accuracy

Validity and reliability aid in effective applicant selection

Test Validity A typing test corresponds to an on-the- job

behavior

Thematic apperception test asks a person to interpret a picture (like that shown below)

Test Reliability

Does the same test given to the same person result in the same test outcome?

Internal consistency or comparison estimate

Causes of Test Unreliability Questions may do poor job of sampling the

material Changes in testing condition may cause

errors

How to Validate a Test

Analyze job & write description

1

Choose the tests

2Administer

tests3

Relate scores & criteria

4

Cross-validate& revalidate

5

1. Analyze Job & Write Job Description Determine and specify predictors or

requirements necessary for successful performance

Define what you mean by success on the job

Write the job description and job specification

2. Choose the Tests Choose tests that measure attributes needed for

success and combine into a test battery that measures an array of possible predictors such as aggressiveness, extroversion and numerical ability

Choose the tests

Psychological Intellectual Technical Aptitude Interest inventories Reliability inventories

Clerical skills test Telemarketing ability tests Service ability tests Management aptitude test Team skills test Sales ability test

Available tests include:

3. Give the Tests

Concurrent validation Give tests to employees Compare scores with

current performance

Predictive validation Test applicant before

hiring Use alternate selection

technique to hire Compare real performance

with test results – determines suitability of test

Two formats

4. Relate Test Scores and Criteria

Does a statistical relationship exist between the test scores and job performance?

0 50 100

Percent chances to be a "High Performer"

Bottom 20%

Next 20%

Middle 20%

Next 20%

Top 20%

Te

st

Sc

ore

s

Expectancy Chart

5. Cross-validate and Revalidate

To cross-validate, perform Steps 3 and 4 on a new sample of employees

An expert should revalidate the test periodically

To demonstrate content validity: Do a careful job analysis that identifies the

work behavior required Combine samples of these behaviors into a

test

EEO Aspect of Testing Validity tests must meet Equal

Employment Opportunity Laws in two key ways Your tests are related to success or failure on

the job (validity) Your tests don’t unfairly discriminate against

minority or non-minority subgroups

Guidelines for a Testing Program

Use tests as supplements Validate tests with your own organization Analyze all your current hiring and

promotion standards Keep accurate records

Use a certified psychologistManage test conditions

Test Takers Individual Rights Confidentiality Informed consent Expect that only qualified people will

interpret and have access to test results Expect the test is fair to all – no one has

answers in advance

Train your supervisors regarding the importance of employee confidentiality

Adopt a “need to know” policy

Guidelines for Privacy

If you know your firm can’t keep information confidential, you may limit your liability by disclosing that fact before testing

Types of Tests Cognitive

Intelligence quotient Specific cognitive abilities or

aptitude

Motor and physical ability agility

Types of Tests

Personality and interests Interest inventories 5 Dimensions

Achievement

Types of Tests Personal characteristics inventory measures

general mental ability Work-related personality traits, drives, and

behaviors

Work Sampling for Employee Selection

Work samples measure actual on-the-job tasks

Work sampling technique measure how one performs some of the job’s basic tasks

Benefits include fairness to minorities, accuracy, no invasion of privacy and better predictor of performance

Management Assessment Centers

A management assessment center is a two to three-day simulation in which 10 to 12 candidates perform realistic management tasks (like making presentations) under the observation of experts who appraise each candidate’s leadership potential

Typical MAC Exercises The In-basket Leaderless group discussion Management games

Objective testsThe interview

Individual presentations

Other Selection Techniques Background investigations are

effective because they verify factual information and may uncover criminal records

Reference checking is harder as several federal laws give rejected applicant rights to know the information which might result in litigation

Giving and Getting References

Common law Defamation Making background checks

more useful

Giving references: know the law

Pre-employment Information Services to delve into candidate criminal, driving,

work, and credit histories Various EEO laws discourage or prohibit

their use in candidate screening Non-EEO laws restrict their use

Honesty Testing The polygraph can no longer be used

routinely Paper and pencil honesty tests are widely

used to find personality flaws

Research shows that honesty testing can spot problems

What’s an Employer to Do?

Ask blunt questions Be good listeners Do a credit check Check all personal and employment references Use paper & pencil honesty as well as psych

tests Test for drugs Establish a search and seizure policy

Hand Writing TestsGraphology may not be used as a screening test as it is not reliable

Physical Exams

Once hired, a physical examination is the next step in the selection process

Used to verify applicant meets physical demands of the job

Establish a baseline for future insurance claims

Reduce absenteeism and accidents Must be careful not to violate ADA laws

Substance Abuse Screening Many employers use drug testing although it is

not always reliable and can be ‘fooled’ May raise ethical issues May not be legal in some cases as it violates right

to privacy

A positive test leads to termination or a refusal to hire

High Performance Insight

Franciscan Health System operates skilled nursing care facilities in Ohio. It faced several problems, including high turnover of 146% a year.

The problem: High turnover

Their solution: Cut turnover to 71% a year

They devised a nursing assistant test battery consisting of three tests:

• An employment inventory

• A personality survey

• A job preferences inventory

Rapidly growing city garage needed a better process than an application form and short interview

Employee selection was haphazard with some managers being better at hiring than others

Selected Thomson International’s Personality Profile Analysis program as a third step in their hiring process

City Garage - Strategic HR