1. Employee Testing and Selection 6 Chapter 6-1

2. 6–2 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.Give two examples of work sample/simulation tests. 7.Give examples of some of the ethical and legal considerations in testing. LEARNING OUTCOMES

3. 6–3 Why Careful Selection is Important Organizational performance Costs of recruiting and hiring The Importance of Selecting the Right Employees Legal obligations and liability

4. 6–4 Basic Testing Concepts ReliabilityReliability  Describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test.  Are test results stable over time? ValidityValidity  Indicates whether a test is measuring what it is supposed to be measuring.  Does the test actually measure what it is intended to measure?

5. 6–5 FIGURE 6–1A Slide from the Rorschach Test

6. 6–6 Types of Validity Criterion Validity Content Validity Test Validity Construct Validity

7. 6–7 Types of Validity Criterion Validity shows that scores on the test (predictors) are related to job performance. Demonstrating criterion validity means demonstrating: Who do well on the test also do well on the job Who do well on the test also do well on the job Who do poorly on the test do poorly on the job Who do poorly on the test do poorly on the job

8. 6–8 Types of Validity Content Validity shows that the test contains a fair sample of the tasks and skills actually needed for the job in question. Employers demonstrate the content validity of a test by showing that the test constitutes a fair sample of the content of the job. The basic procedure here is to identify job tasks that are critical to performance, and then randomly select a sample of those tasks to be tested.

9. 6–9 Types of Validity ConstructValidity: Constructs represent an underlying human trait or characteristic such as honesty. Construct validity demonstrates that a selection procedure measures a construct and that the construct is important for successful job performance.

10. 6–10 Evidence-Based HR: How to Validate a Test 1 Relate Your Test Scores and Criteria: scores versus actual performance Choose the Tests: test battery or single test Steps in Test Validation Analyze the Job: predictors and criteria Administer the Test: concurrent or predictive validation 234 Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample 5

11. 6–11 FIGURE 6–3Expectancy Chart Note: This expectancy chart shows the relation between scores made on the Minnesota Paper Form Board and rated success of junior draftspersons. Example: Those who score between 37 and 44 have a 55% chance of being rated above average and those scoring between 57 and 64 have a 97% chance.

12. Evidence-Based HR: Test Validation Issues Who scores the test? Who scores the test? Bias Bias Utility analysis Utility analysis Validity generalization Validity generalization Chapter 6-12

13. Evidence-Based HR: Test Validation Other Issues Individual rights and test security Individual rights and test security Privacy issues Privacy issues Using tests at work Using tests at work Computerized and online testing Computerized and online testing Chapter 6-13

14. Types of Tests Cognitive abilities Cognitive abilities o Intelligence tests o Specific cognitive abilities Motor & physical abilities Motor & physical abilities Measuring personality Measuring personality Interest inventories Interest inventories Achievement tests Achievement tests Chapter 6-14

15. 6–15 Types of Tests Tests of Cognitive AbilitiesTests of Cognitive Abilities Cognitive tests include tests of general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning. Intelligence (IQ) Tests are tests of general intellectual abilities ranging from memory, vocabulary, and verbal fluency to numerical ability.Intelligence (IQ) Tests are tests of general intellectual abilities ranging from memory, vocabulary, and verbal fluency to numerical ability. Specific Cognitive Abilities (aptitude) include inductive and deductive reasoning, verbal comprehension, memory, and numerical ability. Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question.Specific Cognitive Abilities (aptitude) include inductive and deductive reasoning, verbal comprehension, memory, and numerical ability. Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question.

16. 6–16 FIGURE 6–5Type of Question Applicant Might Expect on a Test of Mechanical Comprehension

17. 6–17 Types of Tests Tests of Motor and Physical Abilities:Tests of Motor and Physical Abilities: Employers may use various tests to measure such motor abilities as finger dexterity, manual dexterity, and reaction time. They may also want to measure such physical abilities as static strength (such as lifting weights), dynamic strength (like pull-ups), body coordination (as in jumping rope), and stamina. Lifeguards, for example, must show they can swim a course before they’re hired.

18. 6–18 FIGURE 6–6Sample Personality Test Items Source: Elaine Pulakos, Selection Assessment Methods, SHRM Foundation, 2005, p. 9. Reprinted by permission of Society for Human Resource Management via Copyright Clearance Center.

19. 6–19 The “Big Five” Extraversion Emotional stability/ Neuroticism Agreeableness Openness to experience Conscientiousness

20. 6–20 The “Big Five” Neuroticism represents a tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurity, and hostility. Extraversion represents a tendency to be sociable, assertive, and to experience positive effects, such as energy and zeal. Openness to experience is the disposition to be imaginative, nonconforming, unconventional, and autonomous. Agreeableness is the tendency to be trusting, compliant, and gentle. Conscientiousness is comprised of two related facets: achievement and dependability.

21. 6–21 Interest Inventories compare one’s interests with those of people in various occupations. Such inventories have many uses. One example is career planning, since a person will likely do better in jobs that involve activities in which he or she is interested. They can also be useful as selection tools. Interest Inventories

22. 6–22 Achievement Tests – measure what a person has learned. Most of tests you can take in school are in achievement tests. They measure your “job knowledge” in areas like economics, marketing, or human resources. Achievement tests are also popular at work. Achievement Tests

23. Work samples and simulations Basic procedure Basic procedure Situational judgment tests Situational judgment tests Management assessment centers Management assessment centers Situational testing Situational testing Chapter 6-23

24. 6–24 Work Samples and Simulations Management Assessment Centers: Provide simulations in which candidates perform realistic management tasks, under the observation of experts who appraise each candidate’s potential. Simulated exercises include;  in-basket  leaderless group discussion  management games  individual presentations  objective tests  interviews.

25. 6–25 Work Samples and Simulations Video-Based Situational Testing: Situational tests require examinees to respond to situations representative of the job. Video-based situational testing typically presents the candidate with several online or PC-based videos scenarios, each followed by a multiple-choice question. The scenario might depict an employee handling a situation on the job.

26. Work samples and simulations Computerized multimedia assessment Computerized multimedia assessment Miniature job training and evaluation Miniature job training and evaluation Realistic job previews Realistic job previews Testing techniques for managers Testing techniques for managers Chapter 6-26

27. 6–27 Work Samples and Simulations Computerized multimedia candidate assessment tools : Computerized multimedia candidate assessment tools are systems specifically designed for each company to measure any type of skill or ability. Employers increasingly use computerized multimedia candidate assessment tools.

28. 6–28 Work Samples and Simulations The Miniature Job Training and Evaluation Approach: The Miniature Job Training and Evaluation Approach involves training candidates to perform a sample of job tasks, and then evaluating the candidates’ performance prior to hire. The miniature job training approach tests applicants with actual samples of the job, so it’s inherently content relevant and valid. The big problem is the expense involved in the individual instruction and training.

29. 6–29 Work Samples and Simulations Realistic Job Previews: Being explicit about work schedules, preferences and other job standards at the point of interview can help reduce turnover later. Testing Techniques for Managers provides some tips for managers in large companies to screen applicants on a more formal basis.

30. Background Investigations Why perform checks? Why perform checks? Effectiveness Effectiveness Legal dangers Legal dangers o Defamation o Privacy How to check How to check Chapter 6-30

31. 6–31 Background Investigations and Other Selection Methods Investigations and ChecksInvestigations and Checks  Reference checks  Background employment checks  Criminal records  Driving records  Credit checks Why?Why?  To verify factual information provided by applicants  To uncover damaging information

32. Background Investigations Why perform checks? Why perform checks? Effectiveness Effectiveness Legal dangers Legal dangers o Defamation o Privacy How to check How to check Chapter 6-32

33. 6–33 Making Background Checks More Useful 1.Include on the application form a statement for applicants to sign explicitly authorizing a background check. 2.Use telephone references if possible. 3.Be persistent in obtaining information. 4.Compare the submitted résumé to the application. 5.Ask open-ended questions to elicit more information from references. 6.Use references provided by the candidate as a source for other references.

34. 6–34 FIGURE 6–9 Reference Checking Form Source: Society for Human Resource Management, © 2004. Reproduced with permission of Society for Human Resource Management in the Format Textbook via Copyright Clearance Center.

35. Background Investigations Applicants’ social postings Applicants’ social postings Pre-employment information services Pre-employment information services The polygraph and honesty testing The polygraph and honesty testing Graphology (handwriting analysis) Graphology (handwriting analysis) Chapter 6-35

36. 6–36 The Polygraph and Honesty Testing A polygraph (lie detector) is a device that measures physiological changes like increased perspiration. Paper-and-Pencil Tests – Paper-and-pencil honesty tests are psychological tests designed to predict job applicants’ proneness to dishonesty and other forms of counter-productive behavior.

37. 6–37 Honesty Testing Programs: What Employers Can Do Antitheft Screening Procedure:Antitheft Screening Procedure:  Ask blunt questions.  Listen, rather than talk.  Do a credit check.  Check all employment and personal references.  Use paper-and-pencil honesty tests and psychological tests.  Test for drugs.  Establish a search-and-seizure policy and conduct searches.

38. 6–38 FIGURE 6–10Handwriting Exhibit Used by Graphologist Source: Kathryn Sackhein, Handwriting Analysis and the Employee Selection Process (New York: Quorum Books, 1990), p. 45. Reproduced with permission of Greenwood Publishing Group, Inc.

39. 6–39 FIGURE 6–10“The Uptight Personality”

40. Background Investigations “Human lie detectors” “Human lie detectors” Physical exams Physical exams Substance abuse Substance abuse Improving productivity through HRIS Improving productivity through HRIS Chapter 6-40

41. 6–41 Physical Examinations Reasons for preemployment medical examinations:Reasons for preemployment medical examinations:  To verify that the applicant meets the physical requirements of the position.  To discover any medical limitations to be taken into account in placing the applicant.  To establish a record and baseline of the applicant’s health for future insurance or compensation claims.  To reduce absenteeism and accidents.  To detect communicable diseases that may be unknown to the applicant.

42. 6–42 Substance Abuse Screening Types of ScreeningTypes of Screening  Before formal hiring  After a work accident  Presence of obvious behavioral symptoms  Random or periodic basis  Transfer or promotion to new position Types of TestsTypes of Tests  Urinalysis  Hair follicle testing

43. Physical Abilities Dynamic StrengthBody Coordination Static Strength

44. 6–44 K E Y T E R M S 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