1. Strategy for Human Resource Management Lecture 15
HRM 765

2. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Last Lecture
What is Selection?
Selection Process Steps
initial screening interview
completion of the application form
employment tests
comprehensive interview
background investigation
conditional job offer
medical/physical exam
permanent job offer
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Last Lecture
Completing the Application Form
Employment Tests
Interviews as a selection tool
Impression management
Structured interviews
Unstructured interviews
Behavioral Interviews
Realistic Job Preview
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4. Topic Foundations of Selection
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation:
Verify information from the application form
Typical information verified includes:
former employers
previous job performance
education
legal status to work
credit references
criminal records
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation
One-third of all applicants exaggerate their backgrounds or experiences.
A good predictor of future behavior is an individual’s past behavior.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation Methods:
Internal investigation: checks former employers, personal references and possibly credit sources.
External investigation: Uses a reference-checking firm which may obtain more information, while complying with privacy rights.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation
Documentation, including whom called, questions asked, information obtained/not obtained, is important in case an employers’ hiring decision is later challenged.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Conditional Job Offers:
Offers of employment made contingent upon successful completion of background check, physical/medical exam, drug test, etc.
If and Then.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Medical/Physical Examination
Should be used only to determine if the individual can comply with the essential functions of the job.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

11. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Job Offers
Actual hiring decision generally made by the department manager.
Candidates not hired deserve the courtesy of prompt notification.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
The Comprehensive Approach
Comprehensive selection approach puts applicants through all the steps in the selection process before making a decision.
Assesses both strengths and weaknesses and is considered more realistic.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Now It’s Up to the Candidate
The candidate now has to decide whether this is the job for him or her.
Applicants who are not hired this time will still form an impression about the company.
Management should assure the selection process leaves them with a favorable impression of the company.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. Selection for Self-Managed Teams
If teams are given management responsibilities, it makes sense for them to select their own members.
Team members bring to the selection process varied experiences and backgrounds.
Team members need training in selection and interviewing techniques.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. Key Elements for Successful Predictors
Reliability, validity, and cut scores can all help predict which applicants will be successful on the job.
Reliability: The ability of the selection tool to measure an attribute consistently.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. Key Elements for Successful Predictors
Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance.
Indicates how well a selection tool predicts job performance.
Content
Construct
Criterion-related
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. Key Elements for Successful Predictors
Content validity: The degree to which the content of the test, as a sample, represents situations on the job.
e.g. Negative and Positive feeling.
Construct validity: The degree to which a particular trait is related to successful performance on the job. ( intelligence test really measure intelligence)
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. Key Elements for Successful Predictors
Criterion-related validity:
The degree to which a particular selection device accurately predicts the important elements of work behavior. (Test results and Interview results)
Predictive validity uses selection test scores of applicants to compare with their future job performance.
Concurrent validity correlates the test scores of current employees with measures of their job performance.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. Key Elements for Successful Predictors
Validity Analysis: Correlation coefficients (validity coefficients) ranging from +1 to –1 summarize the statistical relationship between an individual’s test score and his/her job performance.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. Key Elements for Successful Predictors
Cut Scores and Their Impact on Hiring:
Cut scores on a selection device can be determined by validity studies.
Applicants scoring below the cut score are predicted to be unsuccessful on the job and are rejected.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21. Selection From a Global Perspective
Selection criteria for international assignments includes
interest in working overseas
ability to relate to different cultures and environments
supportiveness of the candidate’s family
Women executives have done well abroad in Asia and Latin America, despite past reluctance to assign them to these countries.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22. Final Thoughts: Excelling at the Interview
Suggestions for making your interviews as an applicant successful are:
Do some homework on the company.
Get a good night’s rest the night before.
Dress appropriately.
Arrive for the interview a few minutes early.
Use a firm handshake.
Maintain good eye contact.
Take the opportunity to have practice interviews.
Thank the interviewer at the end of the interview and follow up with a thank you note.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. Accept Error/ Reject Error
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

24. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Summary
Background Investigation
Job Offers
Medical/Physical Examination
Reliability: The ability of the selection tool to measure an attribute consistently.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

25. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Summary
Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance.
Indicates how well a selection tool predicts job performance.
Content
Construct
Criterion-related
Selection From a Global Perspective
Suggestions for making your interviews as an successful applicant
Accept Error/ Reject Error
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins