1. 1 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. CHAPTER 11 Personnel Selection and Onboarding Andrew N. Garman, PsyD, MS Daniel P. Russell, MS

2. 2 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Health Care Hiring Specific skill sets High frontline turnover Shortages Modern personnel selection techniques Evidence-based, systematic process

3. 3 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Formal Selection Approaches Much more effective Higher performance and retention Informal more natural Talent acquisition process – Fill open positions with best people

4. 4 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Talent Acquisition Process Centered around job description 1.Onboarding process 2.Hiring decisions 3.Assessments 4.Recruiting and sourcing strategies

5. 5 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Retention Factors Tenure at previous employers Friends or family at the current employer Clear intention to quit after a short period Desire for the job Self-confidence Decisiveness

6. 6 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Legal Considerations Title VII of the Civil Rights Act (CRA) of 1964 Age Discrimination in Employment Act of 1967 (ADEA) Uniform Guidelines on Employee Selection Procedures—1978 Title I of the Civil Rights Act (CRA) of 1991 Americans with Disabilities Act (ADA)—1990 State and Local Employment Laws

7. 7 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Legal Considerations Uniform Guidelines on Employee Selection Procedures 1978 (UGESP) – Assessments for employee selection – Ensure consistency – Adherence is critical – Adverse impact – 80% rule

8. 8 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Legal Considerations Definition of job applicant – Job seeker makes an expression of interest – Organization considers the individual – Individual possesses the basic qualifications – The individual does not remove himself or herself from consideration

9. 9 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Reliability Dependable and repeatable results Ensuring consistent standards Reliability coefficient – Ranges between 0.0 and 1.0 – Higher numbers = more reliable test – Good >0.8 – Acceptable 0.7–0.8 – Limited acceptability <0.7

10. 10 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Validity Most important characteristic How effectively an assessment measures the competency it is intended to measure Three ways to demonstrate validity – Criterion-related validity – Content validity – Construct validity

11. 11 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Prescreens Legally required certifications Background and drug screens Willingness to perform essential job functions Willingness to work required shifts Minimum education requirement Minimum experience requirement

12. 12 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Realistic Job Previews Full picture of job Multimedia clips Job “tryouts” Reduce turnover Enhance employment brand

13. 13 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Interviews Unstructured Structured – Success-related criteria – Eliminates redundancy – Eliminates illegal questions – Treats all candidates fairly Behavioral/situational interviews

14. 14 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Interviews Legal considerations Age, sex, ethnicity, religion, or other status Are you and your husband (or wife) planning on having children? Do you have reliable childcare? Do you have a car? What is your native language?

15. 15 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Selection Tests Cognitive/mental ability Personality tests Biodata inventories Biographical data questionnaires Honesty/integrity tests Situational judgment tests Knowledge tests

16. 16 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. References and Simulations Reference checking – More honest applicants Simulations – Realistic job preview – Excellent face validity – Strong prediction of future job success – Broad competency coverage

17. 17 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Evaluating Assessment Tools Validity and reliability Ongoing monitoring – Performance indicators Assessment implementation project – More cost effective to “buy” than “make” – Consider future business challenges

18. 18 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Special Cases Physicians – Significant investment – Financial risk Executives – Difficult to predict performance – Internal vs. external candidates – Highly politicized

19. 19 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Onboarding Helping a new hire reach optimal productivity Structured training program Pre-start preparation – Workstation – Telecommunications – Computers

20. 20 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Onboarding Early-days acclimation – Organization structure – Historical context – Current climate – Operating guidelines

21. 21 Copyright © 2010 Delmar, Cengage Learning. All Rights Reserved. Summary Selection and onboarding – Better hires – Better retention – Stay out of legal trouble