1. Human Resources
Selection

2. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
The HR Selection Process –
Review applications
Interview
Pre-employment testing
Further interviewing (if needed)
Reference checking
Selection

3. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
What are you trying to find out?
FIRST: Is the applicant a candidate?
Then:
Substantive judgments – enough/right kind
Info on previous experiences – content
Stability – gonna hang around?
Predictions of future success

4. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
“Red Lights” –
Applications should comply with EEO laws.
Race
Religion
Age
Sex
National Origin

5. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
“Yellow Lights” –
Education
Criminal records
Emergency Information
Memberships
Handicap/Disabilities
Marital Status
Housing

6. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
So…what do you look for in application materials?
Relevant experience and accomplishments
Stability and/or explanations for breaks
Intellectual/communication skills
Attention to detail
References

7. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Interviewing –
There are different types of interviews based on:
Structure
Content
Administration
Competence-based Interviews
Behavior-based Interviews

8. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Interviewing – Competence-based
A competency is something a person needs to
know or know how to do to perform a task or job.
Competencies for a job can be found on what
document?

9. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Interviewing – Behavior-based
Behavior-based interviews measure how
candidates have utilized different behaviors
identified as necessary for success in a job.

10. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
EEO/Legal Implications of Interviewing –
Title VII considerations
ADA considerations
Age discrimination considerations
Notes & Record retention
Employment contracts

11. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Designing the interview –
Perform Job Analysis
Evaluate Job Specs, KSAs, and Duties
Develop your questions
Standard lead-ins
CB/BB questions
Candidate-specific follow-ups
4. Develop content of desired responses
5. Appoint panel (if used) and get going!

12. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing –
Uniform Guidelines on Employee Selection
Adverse Impact: A substantially different rate of
selection in employment decisions which works to
the disadvantage of members of a protected class.
Calculate the rates of selection
Look for highest rate
Calculate impact ratios
Apply 4/5ths rule

13. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing –
Uniform Guidelines on Employee Selection
Validity – test’s ability to measure what it is
supposed to measure:
Criterion validity
Content validity
Construct validity

14. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing –
Reliability refers to test consistency over time.
Poor sampling
Chance responses
Conditions
Subject changes

15. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing – Types of tests
Aptitude & Interest tests
Psychomotor tests
Job Knowledge & Proficiency tests
Personality tests
Polygraph tests
Graphology
Drug & AIDS tests
Genetic tests

16. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Pre-employment Testing – Types of tests
Aptitude & Interest tests
Psychomotor tests
Job Knowledge & Proficiency tests
Personality tests
Polygraph tests
Graphology
Drug & AIDS tests
Genetic tests

17. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Types:
Employment Reference Checks
Personal Reference Checks
Police/Security Check
Credit Check
Worker’s Compensation Check
Employee Information Services

18. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Making them useful:
Include authorization on application
Phone is better than written
Ask references for references

19. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Immigration Law Compliance:
Hire only citizens and legal aliens
Inform applicants of your policy
Require ALL new employees to complete an I-9
Examine and verify documents
Retain form (and document copies) for 3 yrs.
Present forms on request to INS & DOL

20. Human Resources Selection
Management of Human Resources
Chapter 8
Human Resources Selection
Reference Checks and Background Investigation –
Do:
Verify factualness of ALL info on application
Ask for personal AND professional references
Inform the applicant of background checks
Don’t:
Perform “blanket” checks
Hide information from the applicant
Rely on only one source