1. Testing and Selection

2. Negligent Hiring Carefully review all information Get written authorization for reference checks and do one Saving all records generate during your investigation Reject applicant as soon as a false statement is found Balance privacy issues Take immediate action

3. Purpose of Testing And Rigor in Selection HR trying to avoid a mistake –Senior Management gets the rewards if a good hire is made –HR gets the blame for a bad hire.

4. Defensible Screening Practices Reliability –Consistent scores when takes a similar test or the same test again Validity –Criterion Validity Applicant will do well on job –Content It is a fair sample of actual job

5. Testing Options Intelligence Test Motor and Physical Skills Personality (Big Five – extraversion, emotional stability/neuroticism, agreeableness, conscientiousness, and open to new experience Interests Achievement (job knowledge)

6. Assessment Centers In baskets Leaderless groups Management Games Individual presentations Interviews

7. Video-Based Situation Training Simulation Centers –CSU Maritime Academy 3 million dollar facility –Military –Flight Schools

8. Getting to the Truth Lie Detector tests are problematic Action –Ask blunt questions –Listen, rather than talk –Do a credit check –Check references –Use a paper and pencil honesty test –Test for drugs –Establish a search and seizure policy and conduct searches.

9. Physical Exams Done after job offer extended Must comply with ADA –Cannot reject for a job is he or she is otherwise qualified and can perform the essential job functions with reasonable accommodations

10. Weird Science or Good Judgment DNA testing MRI scans To do or not to do that is the question.