Testing and Selection

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Testing and Selection
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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

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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.

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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

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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)

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Assessment Centers

• In baskets
• Leaderless groups
• Management Games
• Individual presentations
• Interviews

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Video-Based Situation Training

• Simulation Centers
• CSU Maritime Academy 3 million dollar facility
• Military
• Flight Schools

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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.

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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

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Weird Science or Good Judgment

• DNA testing
• MRI scans
• To do or not to do that is the question.