1. SELECTION

2. SELECTION PROCESS BY WHICH AN ORGANIZATION CHOOSES PERSONS WHO BEST MEET THE SELECTION CRITERIA FOR THE POSITION AVAILABLE, CONSIDERING CURRENT ENVIRONMENTAL CONDITIONS

3. selection Selection is the search for an optimal match between the job and the amount of any particular characteristic that an applicant may possess

4. Initial task Developing and implementing an effective selection process for the organization to identify which objectives is most important for its circumstances

5. Environmental Influences Size Complexity Technological volatility Attitude about internal hiring Employment laws and regulations (Federal and state specific regulations)

6. Selection Criteria Understanding what criteria are essential for high performance The goal of any selection system is to determine KSAOs dictated by the job Capable of distinguishing characteristics that are needed at the time of hiring, systematically acquired during training and routinely developed once placed on the job

7. Categories of Criteria Education Experience Physical characteristics Other personal characteristics

8. Formal Education High school level – basic reading, writing, arithmetic and interpersonal skills Particular area of expertise – accounting or management Certain institutions, GPAs, certain honours CARE MUST BE TAKEN NOT TO SET STANDARDS HIGHER THAN ACTUALLY REQUIRED ON THE JOB

9. Experience Indicators of future performance Rational basis for relevant experience Example: 5 years of accounting experience - auditor for another organization - a tax specialist for the organization

10. Physical Characteristics Taller man Fight attendants/receptionists Visual acuity Job must involve tasks that require those characteristics

11. Personal Characteristics and Personality Marital status, sex, age Certain aptitudes spatial relations aptitude for flying, Outgoing personality- sales people, caseworkers and who work with public. Emotional stability, extroversion, openness to experience, agreeableness, conscientiousness etc certainly necessary for high performance for that job

12. Reliability and Validity Techniques for assessing selection criteria Application blanks Interviews Psychological tests of aptitude and personality Work sample test for present skills Physical and medical test Reference checks

13. Reliability Are the results of our selection measures consistent, dependable, and stable?

14. Methods of estimating reliability: 1. Test-Retest 2. Parallel (Equivalent) Forms 3. Internal Consistency Reliability: Are the results of our selection measures consistent, dependable, and stable?

15. Validity: Does the test measure what it is supposed to measure?

16. Validation strategies: 1. Criterion-Related Validity -- What is the statistical relationship between test scores and criterion scores?

17. 2. Content Validity -- What is the overlap between the content of the job and the content of the selection measure?

18. 3. Construct Validity -- Is our selection device measuring the underlying factor (trait) which we claim to be measuring?

19. Most Commonly Used Selection Techniques 1. Application Forms 2. References and Background Checks 3. Life-History Information 4. Interviews 5. Ability Tests 6. Job Knowledge Tests, Work Samples, and Job Tryouts 7. Physical and Physiological Requirements 8. Personality, Honesty, and Graphology Tests

20. Selection Interviews Warning! Unstructured Interviews Can Be Hazardous To Your (Organization’s) Health!!!

21. Three Approaches to Structuring Interviews: 1. Behavior Description Interview -- focus on past behavior 2. Situational Interview -- focus on intentions using hypothetical job-related situations 3. Comprehensive Structured Interview -- questions cover situational, job knowledge work sample, and worker requirement issues

23. Selection Test Validity Best Work Samples Structured Interviews Cognitive Ability Tests Job Knowledge Tests Assessment Centers

25. Selection Test Validity Moderate Biodata/Weighted App. Blank Reference Checks Unstructured Interviews Personality Tests Honesty Tests

27. Selection Test Validity Poor Polygraph Tests Handwriting Analysis

29. Selection Test Usage Highest Usage Unstructured Interviews Reference Checks Work Samples Medical Exams

31. Selection Test Usage Moderate Usage Structured Interviews Cognitive Ability Tests Job Knowledge Tests Biodata Honesty Tests

33. Selection Test Usage Lowest Usage Personality Tests Assessment Centers

35. Selection of Managers Assessment centers – 2.5 days Management simulation or game playing Verbal and numerical test Motivation and career goals Small group discussion Individual decision making exercise In-basket exercise Role playing Group problem solving Individual case analysis and presentation Peer rating

36. Cost benefit analysis for selection techniques statistical utility organizational utility