Chap 04-Selecting Employees

8/3/2019 Chap 04-Selecting Employees

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Selecting EmployeesChapter 5


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Learning Objectives

Define basic testing concepts, including validity &reliability

Discuss at least four basic types of personnel test

Explain the factors and problems that can underminean interviews usefulness, and techniques for

eliminating them

Explain the pros and cons of background investigations,reference checks and pre-employment information andservices


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The Basics of Testing and SelectingEmployees

Carefully testing and screening employees is important because

It results in improved employee and organisational

performance Your own performance always depends onsubordinatesCan reduce dysfunctional behaviors at work,Effective screening helps reduce costs in long runLegal implications


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Legal Implications and Negligent Hiringcontinue

Negligent hiring occurs when employers are liablefor employees who have criminal records or otherproblems that use a customers home or similaropportunities to commit crimes

Requires safeguards

Reasonable action must be taken to investigate the candidates background


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Actions to avoid Negligent Hiring

Systematic effort to gainrelevant informationabout applicant, verifyingall documentation

Scrutinizing allinformations supplied,follow up on unexpected

gaps

Keep detailed for log :name, date for phone call

Reject applicant whomake false statement and who has convicted recordsfor offences

Balance the applicantsprivacy right

Take immediatedisciplinary action


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Testing Concept

Reliability

Validity


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Testing for Reliability

Reliability is the consistency of scores obtained by the same person when retested with the identical testor an equivalent form of the test

Retest estimate compares two test scores taken by the sameindividual at different times

Equivalent-form estimates compares the original test with a different but equivalent test taken by the sameindividual at a different time


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Testing for Validity

Test validity means that the test is measuring what it issupposed to measure

Validity often refers to evidence the test is job-related andtest performance is a valid predictor of job performance

Two measures of validity:-1. Criterion validity means those who do well on the test

perform well on the job (vice versa)2. Content validity means the test constitutes a fair sample of

the job content.


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Individual Rights of Test Takers & TestSecurity

Test taker have various privacy and informationrights


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Individual Rights of Test Takers & TestSecurity continue

The American Psychological Associations standardsfor educational and psychological test include

The right to confidentially of results

The right to informed consent regarding use of results

The right to expect only qualified individuals will have

access to the results

The right to expect the test is secure


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Using Test as Supplements

Do not use tests as your only selection method usetests to supplement others methods like interviewsand background check

Remember the test are not infallible(perfect)

Most test are more predictive at identifyingcandidates that will likely file rather than succeed


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Using Test at Work

Selection test:-Basic test( ability to readinstruction, write report,do arithmetic)

Job skills testPsychologicalmeasurement

Example How prone youmight be to on-the-jobaccidents.


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Using Test at Work continue

Undergraduate job candidates aptitude test on firstround of interviews

Company main operation is on global credit advice


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Computerized testOnline prescreeningtestDesigning buildinglayout

Conventional paper-and-pencil

Manual testClerical task

How are tests used at work?


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Cognitive abilities

Motor and physical abilities

Personality and interest

Achievement test

Types of Tests


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Cognitive Abilities

Employers often assess a candidates cognitive ormental abilities. Example: Is the bookkeepingcandidate good with numbers?

Intelligence or IQ tests look at general intellectualabilities including memory, vocabulary, verbalfluency & numeric ability

Aptitute test measure specific mental abilities


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Motor and Physical Abilities

Need to measured for specific jobsFinger dexterity

Strength

Manual dexterity

Reaction time

Speed of finger, hand, arm movements


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Personality and Interest

Measure and predict intangibles such as attitude,motivation and character, personality

Studies confirm that personality test can helpcompanies hire more effective workers


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Personality and Interest continue

Measure relationships between the five personality dimensions below with job performance criteria:1. Extroversion2. Emotional stability 3. Agreeableness4. Conscientiousness5. Openness to experience


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Interest Inventories and Achievement Test

Interest Inventories : compare ones interests withthose of people in various occupations

Achievement tests : basically measure what aperson has learned.


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Computerized and online testing

Replacing conventional paper-and-pencil andmanual tests

Computerized tests usually score individuals thesame as manual tests


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Work Sample and Simulation

Work samples is the actual job tasks used in testingapplicants performance

Work sampling technique is a testing method basedon measuring performance on actual basic job tasks


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Management Assessment Centers

A simulation in which management candidates areasked to perform realistic tasks in hypotheticalsituations and are scored on their performance.

Average time at center is usually 2 or 3 days andinvolves 10 or 12 candidates

Perform realistic management task


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Management Assessment Centers continue

Simulated exercises:-The in-basket creates a situation where the candidateis faced with an accumulation of reports, memos,

phone messages, letters, etc of the stimulated job heor she is to take over while being evaluated on whataction he or she takes for each of these materials.


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The leaderless group discussion occurs when aleaderless group is given a discussion question and

told to arrive at a group decision while observersevaluate leadership ability, acceptance by group


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Individual presentations used to evaluate aparticipants communication skills and his or her

persuasiveness by orally presenting on an assignedtopic


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Objective tests . A center typically includes tests of personality, mental ability, interests andachievements


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The interview . Most require an interview between atleast one trainer and each participant, to access thelatters interests, past performance and motivation


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Video-Based Situational Testing

Situational tests require examinees to respond tosituations representative of the job

Example: work sampling, video-based test, situationalinterviews

Vide0-based simulation A situational test in which examines respond to video

simulations of realistic job situation


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Background Investigations & ReferenceCheck

Purpose:-

To verify factual information provided by the

applicant

To uncover damaging information such as criminalrecords, suspended drivers licenses


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Types of Background Checks

Verify applicant current or former position and salary

Discover on applicant motivation, technical competence,ability work in a team

Refer to commercial credit rating companies on creditstand, indebtedness, reputation, character, lifestyle

Checking through social networking sites

Written references


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Background Checks

Effectiveness:Inexpensive and straightforward way to verify information

Received adequate information


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Graphology refers to the use of handwriting analysisto determine the writers basic personality traits

Physical exams Application meets the physical requirements for the positionDiscover any medical limitationEstablish applicant health record for future insurance and

compensation claims


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Sample of graphology


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Sample Handwriting of Barack Obama


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Barak Obama Handwriting Analysis

His handwriting is fast and has a high form level with quick and fluid stroke movements. This indicates a high degree of intelligence and perception. He has a quick and easy graspof new ideas and concepts.

The regularity and average size of the writing indicates versatility of a person who can think as well as act. He hasfocus and is able to concentrate on detail.

The firm pressured handwriting indicates that Obama hasstrong feelings and is capable of deep and lasting emotionsof love and loyalty. Being basically a positive person.


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Exxon

US Court of Appeals for the First Circuit ruled thatExxon acted properly in firing truck driver who faileda drug test.

Exxon is drug free workplace programme.

The employee drove a tractor-trailer carrying 12,000gallon of flammable motor fuel.


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Q & A Session


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End of the chapter..

Chap 04-Selecting Employees

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