Selecting Employees and Placing Them in Jobs Chapter 6 Selecting Employees and Placing Them in Jobs

Selection Process organizations use to decide who will be invited to join MGMT 422 - Chapter 6

Criteria for Evaluating Selection Methods MGMT 422 - Chapter 6

Validity Content Criterion Consistency between test items and job Predictive validation Relationship between applicant scores and future performance Concurrent validation Compares scores current employees to current job performance MGMT 422 - Chapter 6

Criterion-Related Validity This figure shows examples of two types of predictors used to predict job performance. In this example, intelligence test scores are more stronly related to job performance than college GPA. MGMT 422 - Chapter 6

Legal Standards for Selection CRA 1991 If disparate impact must be a valid predictor of job performance Race norming is illegal EEO laws prohibit gathering information on protected status, even indirectly ADA requires employers to make “reasonable accommodation” MGMT 422 - Chapter 6

Permissibility of Questions Permissible Not permissible What is your full name? Have you ever worked under a different name? What is your maiden name? What is the nationality of your name? Are you at least 18 years old? How old are you? Are you able to perform this job with or without reasonable accommodations? What is your height/weight? Do you have any disabilities? What languages do you speak? (Employment eligibility statement) What I your ancestry? Are you a US citizen? What schools have you attended? When did you attend high school? Are you related to anyone who works at this company? What is your marital status? Do you have any children Have you ever been convicted of a crime? Have you ever been arrested? This table provides questions that should not be asked and instead rephrased to get at a job-related answer. MGMT 422 - Chapter 6

Applications and Resumes Applications gather: Contact information Work experience, background Applicant’s signature Resumes are most valid when the content is compared to a job description MGMT 422 - Chapter 6

References & Background Investigations Providing References Defamation Invasion of privacy Negligent referrals Obtaining References Employers must exercise “due diligence” in investigating an applicant’s background May be held liable for negligent hiring MGMT 422 - Chapter 6

Types of Employment Tests Aptitude Achievement Physical ability Cognitive ability Job performance and work samples Personality inventories Honesty tests MGMT 422 - Chapter 6

Interviewing Types Advantages Disadvantages Nondirective interview Structured interview Situational Behavior description Advantages Disadvantages MGMT 422 - Chapter 6

Interviewing Effectively Decide what you’re looking for Plan the interview Put the applicant at ease Work from a list Listen and follow up Take notes Close the interview gracefully MGMT 422 - Chapter 6

Using Tests to Select Employees Multiple Hurdles Minimum score for each employment test is required Candidate must pass all tests Compensatory approach Scores on all predictors are added together Minimum total score required MGMT 422 - Chapter 6