Foundations of selection

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Chapter 7Foundations of Selection

Fundamentals of Human Resource ManagementRebel Jutt

2014-ag-173


The Selection Process

The selection process typically consists of eight steps: 1. initial screening interview2. completion of the application form3. employment tests4. comprehensive interview5. background investigation6. conditional job offer7. medical/physical exam8. permanent job offer



• Initial Screening – Involves screening of inquiries and

screening interviews. – Job description information is shared along

with a salary range.



Completing the Application Form: Key Issues – Gives a job-performance-related synopsis

(outline) of what applicants have been doing, their skills and accomplishments.



Completing the Application Form: Key Issues

• Legal considerations – Omit items which are not job-related; e.g.,

sex, religion, age, national origin, race, color, and disability.

– Includes statement giving employer the right to dismiss an employee for falsifying (fabricating) information.

– Asks for permission to check work references. – Typically includes “employment-at-will”

statement. (the employer or the employee can end the work relationship)


• Weighted application forms To create such an instrument, individual form

items, such as years of schooling, months on last job, salary data for all previous jobs, and military experience, are validated against performance and turnover measures and given appropriate weights.




• Weighted application forms – Individual items of information are

validated against performance and turnover measures and given appropriate weights.

– Data must be collected for each job to determine how well a particular item (e.g., years of schooling, tenure on last job) predicts success on target job.



Completing the Application Form: Key Issues

• Successful applications – Information collected on application forms

can be highly predictive of successful job performance.

– Forms must be validated and continuously reviewed and updated.

– Data should be verified through background investigations.



Employment Tests • Estimates say 60% of all organizations use some

type of employment tests.– Performance simulation (imitation) tests:

requires the applicant to engage in specific job behaviors necessary for doing the job successfully.

– Work sampling: Job analysis is used to develop a miniature (small) replica (Copy) of the job on which an applicant demonstrates his/her skills. Work sampling, then, reflects hands-on experience.



Employment Tests– Assessment centers: A series of tests and

exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills.

– Testing in a global arena (field): Selection practices must be adapted to cultures and regulations of host country.



Comprehensive Interviews:

• Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests.

• They are a universal selection tool.




• Interview Effectiveness – Interviews are the most widely used

selection tool. – Often are expensive, inefficient, and not

job-related. – Possible biases with decisions based on

interviews include prior knowledge about the applicant, stereotypes, interviewee order.




• Interview Effectiveness– Impression management, or the applicant’s

desire to project the “right” image, may skew the interview results.

– Interviewers have short and inaccurate memories: note-taking and videotaping may help.



Comprehensive Interviews: • Interview Effectiveness

– Structured interviews use fixed questions designed to assess specific job-related attributes(qualities)

– More reliable and valid than unstructured ones.

– Best for determining organizational fit, motivation and interpersonal skills.

– Especially useful for high-turnover jobs and less routine ones.




• Behavioral Interviews – Candidates are observed not only for what

they say, but how they behave. – Role playing is often used.



Comprehensive Interviews:• Realistic Job Preview

– RJP’s present unfavorable as well as favorable information about the job to applicants.

– May include brochures, films, tours, work sampling, or verbal statements that realistically portray the job.

– RJP’s reduce turnover without lowering acceptance rates.

• Of course, exposing an applicant to RJP may also result in the hiring of a more committed individual.



Background Investigation: • The process of verifying information job

candidates provide or verify information from the application form

• Typical information verified includes:– former employers– previous job performance– education– legal status to work– credit references – criminal records



Background Investigation• Qualified privilege

– employers may discuss employees with prospective (Future) employers without fear of reprisal(revenge) as long as the discussion is about job-related documented facts.

• One-third of all applicants exaggerate (overstate) their backgrounds or experiences.

• A good predictor of future behavior is an individual’s past behavior.



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.



• Background Investigation

• Documentation, including whom called, questions asked, information obtained/not obtained, is important in case an employers’ hiring decision is later challenged.



Conditional Job Offers: A tentative job offer that becomes

permanent after certain conditions are met.

• Offers of employment made contingent (conditional) upon successful completion of background check, physical/medical exam, drug test, etc.

• May only use job-related information to make a hiring decision.



Medical/Physical Examination • An examination to determine an

applicant’s physical fitness for essential job performance.

• Should be used only to determine if the individual can comply with the essential functions of the job.

• Americans with Disabilities Act requires that exams be given only after conditional job offer is made.



Job Offers

• Actual hiring decision generally made by the department manager.

• Candidates not hired deserve the courtesy of prompt notification.



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.



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.


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.


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 (quality) consistently. OR

• A selection device’s consistency of

measurement.



• Validity: The proven relationship of a selection device to relevant criterion.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 (Concept)– Criterion-related



• Content validity: The degree to which the content of the test, as a sample, represents situations on the job that

could have been included, such as a typing test for a clerk typist..

• Construct validity: The degree to which a particular trait is related to successful performance on the job as in IQ test.



• Criterion-related validity: The degree to which a particular selection device accurately predicts the important elements of work behavior. – Predictive validity uses selection test

scores of applicants to compare with their future job performance.

– Concurrent (parallel) validity correlates the test scores of current employees with measures of their job performance.



• 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 are called validity coefficients. For instance, individuals who score higher on the test have a greater probability of succeeding at their jobs than those who score lower.



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.



• Validity Generalization: This is a situation where a test may be valid for screening applicants for a variety of jobs and performance factors across many occupations.


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.


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.

M. Shoukat Jutt

Rebel Jutt

2014-ag-173


Foundations of selection

Education

Transcript of Foundations of selection