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

2. Selection
Process organizations use to decide who will be invited to join
MGMT Chapter 6

3. Criteria for Evaluating Selection Methods
MGMT Chapter 6

4. 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 Chapter 6

5. 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 Chapter 6

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 Chapter 6

7. 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 Chapter 6

8. 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 Chapter 6

9. 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 Chapter 6

10. Types of Employment Tests
Aptitude
Achievement
Physical ability
Cognitive ability
Job performance and work samples
Personality inventories
Honesty tests
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11. Interviewing Types Advantages Disadvantages Nondirective interview
Structured interview
Situational
Behavior description
Advantages
Disadvantages
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12. 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
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13. 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 Chapter 6