Ch. 6 Part 2

1
Ch. 6 Part 2

• Selection Methods

2
Sources of Information about Job Candidates

• Application Forms
• Online Applications
• Biographical Information Blanks (BIB)
• Background Investigations
• Polygraph Tests

• Integrity and Honesty Tests
• Graphology
• Medical Examinations
• Employment Tests
• Interviews

3
Applications

• Provides information on education and experience
• Basis of questions
• Sources of reference checks

4
Biodata

• Reveals information about a persons history that
  may have shaped his/her behavior

5
Sample Items

• At what age did you leave home?
• How large was the town/city in which you lived as
  a child?
• Did you ever build a model airplane that flew?
• Where sports a big part of your childhood?
• Do you play any musical instruments?

6
Background Checks

• References
• Verfiy previous employment
• Education
• Credit
• Criminal
• Driving record
• www.123nc.com

7
Polygraph Tests

• Measures changes in breathing, blood pressure,
  and pulse of person being questioned.
• Employment Polygraph Protection Act (1988)

8
HRM 1
9
Honesty and Integrity Tests

• Paper and pencil tests that inquire about
  applicant beliefs about theft and wrongdoing.

10
Sample Items

• I would turn in a fellow worker I saw stealing
  money.
• An employee should be fired if the employer finds
  out the employee lied on the application blank.
• Ive thought about taking money from an employer
  without actually doing it.
• Over the last three years, whats the total
  amount of money youve taken without permission
  from your employer?

11
Sample items (cont.)

• Most people Ive worked with have stolen
  something at one time or another.
• Someone who steals because his family is in need
  should not be treated the same as a common thief.

12

• Graphology
• The use of a sample of an applicants handwriting
  to make an employment decision.
• Medical Examinations
• ADA requires all exams be job-related and
  conducted after an employment offer is made.

13
Drug Testing

• Drug-Free Workplace Act of 1988
• Effects of Testing
• Questions about the accuracy of results.
• Applicants testing positive are generally not
  hired.
• Current employees testing positive are referred
  to employee assistance programs for
  rehabilitation.

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Employment Tests

• Employment Test
• An objective and standardized measure of a sample
  of behavior that is used to gauge a persons
  knowledge, skills, abilities, and other
  characteristics (KSAOs) in relation to other
  individuals.

15
Percentage of Job Skills Testing in Selected
Industries
TEST ALL JOB ONLY SELECTINDUSTRY APPLICANTS JO
B CATEGORIES Manufacturing 7 49 Financial
Services 4 68 Wholesale and Retail 0 53 Busine
ss and Professional Services 2 57 Other
Services 6 63
Source American Management Association Job
Skills Testing Questionnaire, 1998.
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Classification of Employment Tests

• Cognitive Ability Tests
• Aptitude tests
• Measures of a persons capacity to learn or
  acquire skills.
• Achievement tests
• Measures of what a person knows or can do right
  now.

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Is That Your Final Answer?
Verbal 1. What is the meaning of the word
surreptitious? a. covert c. lively b.
winding d. sweet 2. How is the noun clause
used in the following sentence? I hope that I
can learn this game. a. subject c. direct
object b. predicate nominative d. object of
the preposition Quantitative 3. Divide 50 by
0.5 and add 5. What is the result? a. 25 c.
95 b. 30 d. 105 4. What is the value of
1442? a. 12 c. 288 b. 72 d. 20736
Figure 5.9
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Is That Your Final Answer?
Reasoning 5. ______ is to boat as snow is to
______. a. Sail, ski c. Water, ski b. Water,
winter d. Engine, water 6. Two women played 5
games of chess. Each woman won the same number
of games, yet there were no ties. How can this
be? a. There was a forfeit. c. They played
different people. b. One player cheated. d. One
game is still in progress. Mechanical 7. If gear
A and gear C are both turning counterclockwise,
what is happening to gear B? a. It is turning
counterclockwise. b. It is turning
clockwise. c. It remains stationary. d. The
whole system will jam.
Figure 5.9
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Personality and Interest Inventories

• Big Five personality factors
• Extroversion, agreeableness, conscientiousness,
  neuroticism, openness to experience.

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Name the factor

• I work best in an environment that allows me to
  be creative and expressive.
• I find it easy to start up conversations with
  strangers
• I think it is vital to consider other
  perspectives before coming to conclusions.
• I can be relied on to do what is expected of me
• Even when I am very upset, it is easy for me to
  control my emtions

Source Mark J. Schmit, Jenifer A. Kihm, and Chet
Robie, Development of a Global Measure of
Personality, Personnel Psychology 53, no. 1
(Spring 2000) 15393.
Figure 5.10
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Classification of Employment Tests (contd)

• Physical Ability Tests
• Must be related to the essential functions of the
  the job.
• Job Knowledge Tests
• An achievement test that measures a persons
  level of understanding about a particular job.
• Work Sample Tests
• Require the applicant to perform tasks that are
  actually a part of the work required on the job.

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Interviewing Methods (contd)

• Situational Interview
• An interview in which an applicant is given a
  hypothetical incident and asked how he or she
  would respond to it.
• Behavioral Description Interview (BDI)
• An interview in which an applicant is asked
  questions about what he or she actually did in a
  given situation.
• Panel Interview
• An interview in which a board of interviewers
  questions and observes a single candidate.

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Sample Situational Interview Question
HRM 2
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Selection Decision Models

• Compensatory Model
• Permits a high score in one area to make up for a
  low score in another area.
• Multiple Cutoff Model
• Requires an applicant to achieve a minimum level
  of proficiency on all selection dimensions.
• Multiple Hurdle Model
• Only applicants with sufficiently high scores at
  each selection stage go on to subsequent stages
  in the selection process.

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Evaluating Various Selection Methods
6-21
Method
Reliability
Validity
Generalizability
Utility
Legality
Interview References Bio-data Physical
Ability Cognitive Ability Personality
Work-samples Drug Honesty
Low Low High High High High High High
Low Low High Mod - High Moderate Low High H
igh
Low Low Job specific Low High Low Job
specific High
Low Low High Moderate High Low High Costly
Low Libel? Adverse Impact -sex,race Adverse
Impact-sex Adverse Impact-race Low High Privacy

Low Low Low
Low
I n s u f f i c i e n t I n f o r m a t i o n