Employee Selection

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Employee Selection Process

• The process of determining the critical job
  requirements (TDRs) and required job
  characteristics (KSAs) and then collecting and
  evaluating information about an applicant in
  order to determine whether or not to extend an
  Offer of Employment.

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Selection Process Issues

• Legal EEO Exposure What is a Test?
• Although validation is not required by law - all
  selection methods should be job related (valid)
  to defend against adverse impact charges
• Negligent hiring
• Economic
• Cost of selection process
• Opportunity cost of employment decisions and low
  job
• performance (Practical Value)
• Turnover costs

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Assessment of Selection Criteria (Instruments)

• Reliability - Extent test or any measuring device
  provides consistent information across time and
  judges (An individuals score on the same or like
  test should not vary significantly)
• Validity - Does it measure what its supposed to
• measure (SAT, Math (or-), Leadership,
  Welding)
• Is it job related?
• Is the test a good proxy (predictor) of future
• performance?

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Application Form Screening Interview

• Application Forms
• Inexpensive
• Substantial amount of information
• All items should be job related
• Screening Interview (Pre-employment Interview)
• Verification of reported Application Information
• Only assesses Bedrock Qualifications
• Those KSAs which must be possessed at time of
• employment

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The Selection Interview

• Most common selection device
• Criticized for Poor Reliability and Validity
• - because the interviewer is the measurement
• device
• Too many (perceived) interviewing experts
• Too much time too little information acquired

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The Selection Interview Process

• Preparation
• Planned (job related) questions should be
  prepared
• Private space, Application/resume of Candidate
  reviewed
• Type of Interview should be consistent with type
  of job
• Trained Interviewer
• Stages of Interview by Percent of Time by Stage
• Rapport (5-10)
• Information Getting (40-45)
• Information Giving (40-45)
• Summary (5-10)
• Record the Interview Results

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Interviewer Behaviors

• RAPPORT make the candidate comfortable
• TASK collect job related information from
• the candidate
• SELF-CENTERED (Avoid) behaviors
• by the interviewer to make them feel good
• at the expense of the interviewee power
  trip

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Types Of Selection Interviews

• Non-directed (Unstructured)
• job related questions are asked based on
  Candidates
• background (education, experience, etc..)
• best used for advanced professional and
  managerial jobs
• Structured
• questions and answers developed and specified in
  advance
• generally more valid But lack flexibility
• best used for highly structured jobs (entry
  level,
• operational, administrative)
• Semi-Structured (Combination of the two)
• Use of Situational and Behavioral Description
  questions

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Common Interviewing Mistakes

• Snap Judgements
• Negative Emphasis
• Poor Knowledge of the Job- Stereotyping
• Pressure to Hire
• Candidate Order- Contrast Effect
• Nonverbal Behavior
• Telegraphing
• Too much/Too little talking
• Being the DA or Psychologist

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Common Interviewer Biases

• We All have them!!!
• Similarity
• First Impression
• Halo (Horns) Effect
• Contrast (compare to another candidate)
• Immediacy Effect (pressure to fill the job)

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Employment Tests (Placement Exercises)

• Cognitive Ability Tests Intelligence A
  measure of ability to learn and adapt to changing
  conditions (reasoning, math/verbal comprehension)
• Aptitude/Ability Tests (Physical, Mechanical,
  Clerical,
• Musical, Tools/Equipment)
• Achievement/Job Knowledge Tests
• Personality Tests Historically low reliability
  and validity
• Self report extroversion, emotional stability,
• conscientiousness, agreeableness, open to
  experience
• Honesty (Polygraph Integrity) Tests
• Polygraph Protection Act, 1988 (False Positives)
• Handwriting (privacy invasion, low validity,
  social stigma)

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Assessment Centers

• It is not a Selection Test It is a Process!!!
• Multiple tests and multiple assessors
• Leaderless group, in-baskets, management games,
  paper and pencil tests, presentations, multiple
  interviews
• Expenive, valid, unbiased predictor

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Departmental Interview

• Conducted by Managers, Supervisors or Employees
  of the Employing Department
• Purpose is to evaluate an applicants Technical
  Knowledge Skill
• Potential Problems
• Untrained departmental interviewers
• Assessment of non-job related criteria
• Prejudice

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Medical Examinations

• Testing for Drugs and Alcohol
• Notify at the beginning of the selection process
• Administer with the preliminary consideration of
• job offer
• Physical Requirements
• Must be Job Related
• Americans With Disabilities Act (ADA)
• Can require exam after the job offer
• Key Issue Chain of Custody (Privacy of
  Information)

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Reference Checks

• Privacy and Defamation Issues
• Negligent Hiring (Employer Liability)
• Employers have Qualified Privilege
• Parties have a Legitimate Right to know
• Information is Accurate (job related)
• Information is given in Good Faith

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Types of Validity

• Content Validity (Work Samples)
• Direct assessment of job tasks and behaviors
• Content of measure reflects content of job
  (Keyboard, Soft-ware application, Welding, etc)
• Criterion-Related (Empirical) Validity
• Indirect measures of future performance (the
  extent of correlation of scores on selection
  measures and job performance (GPA and sales
  volume)
• Construct Validity
• Consistency between Test Scores on a test and
  mastery of a
• construct (leadership ability, stress or
  emotional stability)

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Validation Methods Issues

• Predictive Validity (Non-employees)
• Concurrent Validity (Employees)
• Key is job analysis
• Cost effective
• Validity Generalization (Job)
• Practical Value (Utility) Selection System
• or instruments value is greater than its
  cost.

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