Presentation II

Rachel Altner

Evelyn Botero

Rebecca Yelverton

Brief Overview

Job overview Organization Current selection process

Effective processes Ineffective processes

Final Recommendations Improving the quality of hires Assessment tools/ measures used

Organization

Municipal HR Organization

Small, cohesive environment Supports over 150 city workers Compliant with EEOC; has written statement on

website that they adhere to EEO laws

Job description for the Communications Officer

(overview)

Responsibilities include:

Specialized work assisting the public. Provides vital information to law

enforcement officers. Utilizes the latest technology in the field.

Current Selection Process

Hurdle Approach Advertise job opening through:

City website Partnership with schools Newspaper

40 applicants Diverse backgrounds

Interview 3 interviewers

Background check

Effective Procedures

Recruit for diversity Prescreen based on a set of clearly defined

and structured criteria Use of job related questions Structured interview questions Structured “ice breakers” to get candidate

comfortable before beginning interview Provide time to learn before being tested on

location (i.e. map test)

Effective Procedures cont…

Rely on multiple independent interviewers Enhances reliability

Consistency Realistic job preview provided Take applicants to actual call center

Introduce them to potential co-workers Commitment and Cornerstone” letter given to

provide expectations to candidates about organization and obligations to its employees

Ineffective procedures

No formal scoring system Lack of structure in evaluating interview

responses Scoring procedures on tests may not be

appropriate for actual work being performed on job Example: Typing test given because

Communication Officers must be able to multi-task

Class Suggestions

Improving the selection process Ex: Requirement to be located within the city

Scoring applicants instead of intuition Better assessment of person-organization fit

Recommendations

Apply a formal scoring format Statistical analysis is better than a gut feeling

Incorporate interview rating scales of KSAs Research supports this notion “An interview format that provides a formal,

defined scoring system is superior…in terms of legal defensibility, as well as reliability and validity of interviewer judgments.” -page 518

Recommendations cont…

Support for structured interviews

Corrected validity coefficients: 0.44, 0.57, and 0.62.

Corrected validity coefficients for unstructured interviews: 0.20, 0.31, and 0.33

Three meta-analytic studies

Implement typing test that mimics actual job behaviors Example: have

candidate scored on content of typing test, while having a conversation

Recommendations cont…

Personality Test in Selection Process

Reactions

Not opposed to altering selection procedure Thought more structure incorporated to post-

interview decisions would be a good idea for the future but… Haven’t had the need No complaints have been filed yet

Take-a-ways

Valuable insight to see how a HR organization is ran (even if it is not by the book)

Created an indispensable networking connection

Educated the organization about I/O Gave us the experience of making

recommendations to the client

Questions for the class

Do you have any other recommendations that you might have offered to our client?

Do you have any other suggestions for improving the quality of hires for this position?

What other tools might you add to aid in the selection process?

Thank you! Have a Happy

Thanksgiving!