2 Chapter Objectives Explain the significance of employee selection. Identify environmental factors that affect the selection process.Describe the general selection process.Explain the importance of the preliminary interview.Describe reviewing applications and resumes.
3 Chapter Objectives (Continued) Explain legal implications of interviewing.Explain the administration of selection tests including the advantages, potential problems, and characteristics of properly designed selection tests.Explain the types of validation studies.Describe types of employment tests.
4 Chapter Objectives (Continued) Explain the importance of the employment interview including interview planning and the content of the interview.Describe the general types of interviewing.Explain the growing influence of the behavioral interview.Describe the various methods of interviewing.Explain the use of personal references checks
5 SelectionProcess of choosing from a group of applicants the individual best suited for a particular position and an organizationMy definitionUsing a systemic process to identify the best candidate (s)
6 Environmental Factors Affecting the Selection Process Other HR functionsLegal considerationsDecision making speedOrganizational hierarchyApplicant poolType of organizationProbationary period
7 Other HR FunctionsSelection process affects, and is affected by, virtually every other HR function.
8 Legal ConsiderationsHuman resource management is greatly influenced by legislation, executive orders, and court decisions.
9 Speed of Decision Making Time available to make selection decision can have major effect on selection process
10 Organizational Hierarchy Different approaches to selection are generally taken for filling positions at different levels in organization.
11 Applicant PoolNumber of applicants for particular job can also affect selection process
12 Type of OrganizationProspective employees in private sector screened with regard to how they can help achieve profit goals.Government civil service systems identify qualified applicants through competitive examinations.Individuals considered for positions in not-for-profit organizations must not only be qualified but dedicated to this work.
13 Probationary PeriodProbationary period that permits evaluating employees ability based upon performance
14 The Selection Process External Environment Internal Environment Recruited CandidatePreliminary InterviewReview of Applications and ResumesRejected ApplicantsSelection TestsEmployment InterviewsReference and Background ChecksSelection DecisionPhysical ExaminationNew Employee
15 Ideal Selection Process External Environment Internal Environment Recruited CandidateReview ResumesSelect top 5 -8 to pre screenRejected ApplicantsConduct phone interviewFace-to-face InterviewsTesting and References ChecksSelection DecisionClose loop on candidates rejectedNew Hire Starts
17 Review of Applications Usually all candidates complete them, regardless of the position.Must be signed to be validateReview of ResumesSystems allow you to sort through resumes that close match the requirements
18 Administration of Selection Tests AdvantagesPotential Problems using Selection TestsCharacteristics of Properly Designed Selection Tests
19 Advantages of Selection Tests Reliable and accurate means of selecting qualified candidatesIdentify attitudes and job-related skillsDeficiencies in other techniques
20 Potential Problems Using Selection Tests Legal liabilitiesTest anxiety
21 Characteristics of Properly Designed Selection Tests StandardizationObjectivityNormsReliabilityValidityRequirements for Job Relatedness
22 Characteristics of Properly Designed Selection Tests Standardization - Uniformity of the procedures and conditions of administering testObjectivity - Everyone scoring a test obtains the same resultsNorms - Frame of reference for comparing an applicant's performance with that of others
23 Characteristics of Properly Designed Selection Tests (Continued) Reliability - Provides consistent resultsValidity - Measures what it is supposed to measureRequirement for Job Relatedness – test must work without having adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law
25 Types of Validation Studies Criterion-related validity - comparing the scores on selection tests to some aspect of job performanceConcurrent validity - Test scores and the criterion data are obtained at essentially the same timePredictive validity - Administering a test and later obtaining the criterion information
26 Types of Validation Studies (Continued) Content validity - Test validation method whereby person performs certain tasks that are actually required by job or completes a paper and pencil test that measures relevant job knowledgeConstruct validity - Test validation method that determines whether a test measures certain traits or qualities that are important in performing the job
30 Job Knowledge TestsMeasure a candidate's knowledge of the duties of the position for which he or she is applyingAre commercially available
31 Work-Sample (Simulation) Tests that require an applicant to perform a task or set of tasks representative of the jobSuch tests by their nature are job relatedProduces a high predictive validity, reduces adverse impact, and is more acceptable to applicants
32 Vocational InterestsIndicate the occupation in which a person is most interested and is most likely to receive satisfaction fromPrimary use has been in counseling and vocational guidance
41 Behavioral Interview Structured interview where applicants reflect on past experiencePremise of past behavior is a predictor of future behaviorInterviewers seeks examples from the intervieweeLegally safe - because job relatedExample: Tell me about a time a project you worked on that best demonstrates your ability to be a team player?
42 Methods of Interviewing One-on-one interview - Applicant meets one-on-one with an interviewerGroup interview/ Panel - Several applicants interact in the presence of one or more company representativesBoard interview - Several of the firm’s representatives interview one candidate
43 Methods of Interviewing Stress interview - Anxiety is intentionally createdRealistic job previews - Job information is conveyed to the applicant in an unbiased mannerUsually takes place in the pre-screening
44 Legal Implications of Interviewing Interview biasInconsistent questionsHalo ErrorAll question should be job relatedQuestion:What happens if some one brings upthere age?
45 (Personal) Reference Checks Provides additional insight into applicant informationVerification of accuracy
46 Negligent Hiring & Referral Liability employer incurs when noreasonable investigation of applicant’sbackground is made and potentiallydangerous person is assigned to positionwhere he or she can inflict harmNegligent ReferralEmployee fails to offer warning about aproblem with a past employer
47 Negligent Hiring (Continued) OSHA’s Role – Law requires employer to provide safe place to work; this extends to providing safe employees.Double Jeopardy – Negligent retention occurs when company keeps employees whose records indicate strong potential for wrongdoingDue Diligence Required – Employer responsible for employee’s unlawful acts even if not job related
48 Elements to Verify Previous employment Education verification Personal reference checkCriminal historyDriving recordCivil LitigationWorkers’ compensation historyCredit historySocial security number verification
49 Fair Credit Reporting Act Act amended in 1997Places new obligations on employers who use certain information brought to light through background investigations
50 Other Legal AspectsOver half of the states in U.S. have passed laws offering varying degrees of protection to employers who provide good-faith references and who release truthful information about current or former employees
51 Problems in Obtaining Information from Professional References Two schools of thought:Don’t tell them anything.Honesty is the best policy.
52 Negligent ReferralMay occur when former employer fails to offer a warning about a particularly severe problem with a past employee
53 Outsourcing Investigations Firms can outsource background checks to third-party investigators that the Fair Credit Reporting Act regulates.
54 Polygraph Tests Confirm or refute application information Employee Polygraph Protection Act of 1988 severely limited use in the private sector
55 The Selection Decision Most critical step of allPerson whose qualifications most closely conform to the requirements of the open position should be selected
56 Medical ExaminationDetermine whether applicant physically capable of performing the work
57 Notification to Candidates Results should be made known to candidates as soon as possible.Delay may result in firm losing prime candidate.Unsuccessful candidates should also be promptly notified.