1. SELECTION

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. Selection
Process of choosing from a group of applicants the individual best suited for a particular position and an organization
My definition
Using a systemic process to identify the best candidate (s)

6. Environmental Factors Affecting the Selection Process
Other HR functions
Legal considerations
Decision making speed
Organizational hierarchy
Applicant pool
Type of organization
Probationary period

7. Other HR Functions
Selection process affects, and is affected by, virtually every other HR function.

8. Legal Considerations
Human 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 Pool
Number of applicants for particular job can also affect selection process

12. Type of Organization
Prospective 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 Period
Probationary period that permits evaluating employees ability based upon performance

14. The Selection Process External Environment Internal Environment
Recruited Candidate
Preliminary Interview
Review of Applications and Resumes
Rejected Applicants
Selection Tests
Employment Interviews
Reference and Background Checks
Selection Decision
Physical Examination
New Employee

15. Ideal Selection Process External Environment Internal Environment
Recruited Candidate
Review Resumes
Select top 5 -8 to pre screen
Rejected Applicants
Conduct phone interview
Face-to-face Interviews
Testing and References Checks
Selection Decision
Close loop on candidates rejected
New Hire Starts

16. Preliminary Interview
Removes obviously unqualified individuals
The types:
Telephone interviews
Videotaped interviews
Computer interviews

17. Review of Applications
Usually all candidates complete them, regardless of the position.
Must be signed to be validate
Review of Resumes
Systems allow you to sort through resumes that close match the requirements

18. Administration of Selection Tests
Advantages
Potential Problems using Selection Tests
Characteristics of Properly Designed Selection Tests

19. Advantages of Selection Tests
Reliable and accurate means of selecting qualified candidates
Identify attitudes and job-related skills
Deficiencies in other techniques

20. Potential Problems Using Selection Tests
Legal liabilities
Test anxiety

21. Characteristics of Properly Designed Selection Tests
Standardization
Objectivity
Norms
Reliability
Validity
Requirements for Job Relatedness

22. Characteristics of Properly Designed Selection Tests
Standardization - Uniformity of the procedures and conditions of administering test
Objectivity - Everyone scoring a test obtains the same results
Norms - Frame of reference for comparing an applicant's performance with that of others

23. Characteristics of Properly Designed Selection Tests (Continued)
Reliability - Provides consistent results
Validity - Measures what it is supposed to measure
Requirement for Job Relatedness – test must work without having adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law

24. Types of Validation Studies
Criterion-related validity
Concurrent validity
Predictive validity
Content Validity
Construct Validity

25. Types of Validation Studies
Criterion-related validity - comparing the scores on selection tests to some aspect of job performance
Concurrent validity - Test scores and the criterion data are obtained at essentially the same time
Predictive 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 knowledge
Construct validity - Test validation method that determines whether a test measures certain traits or qualities that are important in performing the job

27. Types of Employment Tests
Cognitive aptitude
Psychomotor abilities
Job Knowledge
Work-sample (simulation)
Vocational interests
Personality
Substance Abuse

28. Cognitive Aptitude Tests
Measures individual’s ability to learn, as well as to perform a job

29. Psychomotor Abilities Tests
Strength
Coordination
Dexterity

30. Job Knowledge Tests
Measure a candidate's knowledge of the duties of the position for which he or she is applying
Are commercially available

31. Work-Sample (Simulation)
Tests that require an applicant to perform a task or set of tasks representative of the job
Such tests by their nature are job related
Produces a high predictive validity, reduces adverse impact, and is more acceptable to applicants

32. Vocational Interests
Indicate the occupation in which a person is most interested and is most likely to receive satisfaction from
Primary use has been in counseling and vocational guidance

33. Personality Tests
Traits
Temperaments
Dispositions

34. Substance Abuse Testing
Proponents contend testing necessary to ensure workplace safety, security, and productivity
Drug testing in the U.S. is becoming commonplace.

35. The Employment Interview
Conversation in which interviewer and applicant exchange information
Interview planning – essential to effective interviews

36. Interview Planning Internal Environment
Select interview team
Develop interview question
Schedule interview
Pre-interview meeting
Conduct interviews
Interview debrief
Check references
Select candidate
Offer – New Hire

37. Content of the Interview
Occupational experience
Academic achievement
Interpersonal skills
Personal qualities
Organizational fit

38. Types of Interviews Unstructured (nondirective)
Structured (directive or patterned)

39. Unstructured (Nondirective) Interview
Asks probing, open-ended questions
Encourages applicant to do much of the talking
Often time-consuming
Potential legal woes

40. Structured (Directive or Patterned) Interview
Situational questions
Job knowledge questions
Job-sample simulation questions
Worker requirements questions

41. Behavioral Interview Structured interview where applicants
reflect on past experience
Premise of past behavior is a predictor of future behavior
Interviewers seeks examples from the interviewee
Legally safe - because job related
Example: 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 interviewer
Group interview/ Panel - Several applicants interact in the presence of one or more company representatives
Board interview - Several of the firm’s representatives interview one candidate

43. Methods of Interviewing
Stress interview - Anxiety is intentionally created
Realistic job previews - Job information is conveyed to the applicant in an unbiased manner
Usually takes place in the pre-screening

44. Legal Implications of Interviewing
Interview bias
Inconsistent questions
Halo Error
All question should be job related
Question:
What happens if some one brings up
there age?

45. (Personal) Reference Checks
Provides additional insight into applicant information
Verification of accuracy

46. Negligent Hiring & Referral
Liability employer incurs when no
reasonable investigation of applicant’s
background is made and potentially
dangerous person is assigned to position
where he or she can inflict harm
Negligent Referral
Employee fails to offer warning about a
problem 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 wrongdoing
Due Diligence Required – Employer responsible for employee’s unlawful acts even if not job related

48. Elements to Verify Previous employment Education verification
Personal reference check
Criminal history
Driving record
Civil Litigation
Workers’ compensation history
Credit history
Social security number verification

49. Fair Credit Reporting Act
Act amended in 1997
Places new obligations on employers who use certain information brought to light through background investigations

50. Other Legal Aspects
Over 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 Referral
May 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 all
Person whose qualifications most closely conform to the requirements of the open position should be selected

56. Medical Examination
Determine 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.