Presentation on theme: "Employee Testing and Selection"— Presentation transcript:
1Employee Testing and Selection Chapter 6Employee Testing and SelectionExplain what is meant by reliability and validity.Explain how you would go about validating a test.Cite and illustrate our testing guidelines.Give examples of some of the ethical and legal considerations in testing.List eight tests you could use for employee selection, and how you would use them.Explain the key points to remember in conducting background investigations.
2Why Careful Selection is Important? PerformanceCostLegal Obligations (Negligent hiring)
3Basic Testing Concepts ReliabilityThe consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.ValidityThe accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill.
4Basic Testing Concepts ValidityCriterion ValidityContent ValidityA type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.
5Basic Testing Concepts How to Validate a Test?1Analyze the job2Choose the tests3Administer the test (Concurrent validity – Predictive Validity)4Relate your test scores and criteria (Expectancy chart)5Cross – validate and revalidate
6Basic Testing Concepts Test Takers’ Individual Rights and Test SecurityLegal Privacy IssuesUsing Tests at WorkComputerized and Online Testing
7Types of Tests Tests of Cognitive Abilities Intelligence TestsSpecific Cognitive AbilitiesTests of Motor and Physical Abilities
8Measuring Personality and Interests What personality tests measures? Types of TestsMeasuring Personality and InterestsWhat personality tests measures?The big fiveCaveatsEffectivenessInterest InventoriesAchievement Tests
9Work Samples and Simulations Actual job tasks are used in testing applicants’ performance.Work Sampling for Employees Selection (work sampling technique)A testing method based on measuring an applicant’s performance on actual basic job tasks.
10Work Samples and Simulations Management Assessment CentersA simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance.Video Based Situational TestingSituational TestVideo Based SimulationA test that require examinees to respond to situations representative of the job.A situational test in which examinees respond to video simulations of realistic job situations.
11Work Samples and Simulations The Miniature Job Training and Evaluation ApproachTraining candidates to perform several of the job’s tasks, and then evaluating the candidates’ performance prior to hire.Realistic Job Previews
12Work Samples and Simulations SummaryAssessment MethodValidityAdverse ImpactCosts (Develop/ Administer)Applicant ReactionsCognitive ability testsHighHigh (against minorities)Low/lowSomewhat favorableJob knowledge testMore favorablePersonality testsLow to moderateLowLess favorableBiographical data inventoriesModerateLow to high for different typesHigh/lowIntegrity testsModerate to highStructured interviewsHigh/highPhysical fitness testsHigh (against females and older workers)Situational judgment testsModerate (against minorities)Work samplesAssessment centersLow to moderate, depending on exercisePhysical ability tests
13Background Investigation and Other Selection Methods Investigations and ChecksReference checks - Background employment checks - Criminal records - Driving records - Credit checksWhy?To verify factual information provided by applicants.To uncover damaging information.
14Background Investigation and Other Selection Methods Types of Backgrounds Checks (sources of information)1Former Employers2Current Supervisors3Commercial Credit Rating Companies4Written References5Social Networking Sites
15Background Investigation and Other Selection Methods Legal IssuesDefamationPrivacyOther IssuesSupervisor ReluctanceEmployer GuidelinesMaking background checks more useful
16Background Investigation and Other Selection Methods Using Pre-employment Information ServicesThe Polygraph and Honesty TestingGraphologyPhysical ExamsSubstance Abuse Screening
17Background Investigation and Other Selection Methods Complying with Immigration LawImproving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems