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Human Resource SelectionIV Predictors of Job
Performance
Chapter 10: Application Forms, Training
and Experience, and Reference Checks
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Nature and Role of Application
Forms/Blanks
An application form typically consists of a series of
questions designed to provide information on the
general suitability of applicants for jobs to which
they are applying.
Such as:
1. Education background
2. Previous job experiences
3. Other areas which helps to judge candidates ability
to perform a job
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Principal purpose is
1. Pre-employment screening
2. If the applicants meet minimum qualification
3. Assess relative strengths and weaknesses
of the applicants
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Application Forms
Nature and Role of Application Forms
A preemployment screen in the form of a series
of questions designed to provide information on
the general suitability of applicants for jobs towhich they are applying
Purposes of Forms
To decide if applicants meet the minimum
requirements of a position
To assess and compare the relative strengths
and weaknesses of individuals making
application94
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Composition of Application Forms
Instruction for the applicants:
1. How to complete the forms
2. Legal protection
Questions for applicants:
1. Request for information
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Selection Application Form Content
1. Name
2. Marital status, children
3. Ethnicity
4. Gender
5. Work availability on holidays/weekends
6. Height and weight
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Selection Application Form Content
1. Relations working with employers
2. Arrest/conviction records
3. Physical and mental health
4. Off-the-job conduct5. Organization memberships
For acceptable questions see Table 10.2 p416
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Developing and Revising Application
Forms
1. More than one Form may be needed
2. Information requested should help determiningselections devices
3. Information asked should be free from legal
complications4. Avoid in-depth questions for simple jobs
5. Validate application forms to ensure thatappropriate measures are used to predict jobsuccess
6. Should be attractive, fair and easy to use by theapplicant
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Developing and Revising
Application Forms
Because jobs are different, more than one application
form will probably be needed
Job analysis data should serve as one basis for
choosing employment application questions
Every item proposed for inclusion should be reviewed
using the item rating criteria listed in Table 9.1
Some jobs or classes of jobs may not require an in-
depth applicant assessment by means of the
application form.
The physical layout and format of the form should be
thoroughly considered.
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Accuracy of Application Form Data
Falsification of application data can range
from:
1. Education degrees earned
2. Inflation of college grades3. Types of jobs held
4. Past salaries
5. Companies worked for6. Attempt to conceal gap in employment
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Enhancing Application Form Accuracy
1. Applicants be told verbally and in writing that the
information given will affect their employability.
2. Applicants should be informed that the data
provided will be thoroughly checked
3. Applicants to sign, to certify that information given is
accurate
4. Employment-at-will doctrine be protected
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Applications and Resumes
Carefully consider the following as indicators ofpossible distortions in resumes:
1. Inflated educational credentials (grades achieved,degrees attained)
2. Omitted, inconsistent periods of employment orstretched employment dates
3. Gaps in time periods listed (where was theapplicant? Prison?)
4. Exaggerated claims of expertise and experience
5. Claimed self-employment
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Applications and Resumes
1. Claimed work for firms that are now out of business
2. Claimed work as consultant
3. Evidence of a regressive work history (moving down)
4. Use of qualifiers, such as had exposure, assisted
with
5. Use of vague answers such broad address of last
employer
Inferences out of data in resume see Table 10.3 p 427
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Using Application Forms in Selection
Weighted Application Blanks
Numerical scores are obtained for eachapplicant by summing the appropriate weights.Employer use the resulting score in makinghiring decisions.
Application Form Checklist
Application form checklist are available inmany verities, most of these emphasizeassessing applicants training and experience.
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Training and Experience (T&E)
Evaluations
T&E evaluations area way to assess:
1. Previous experience,
2. Trainings, and
3. education
Scores from evaluations can be used:
1. If candidate is suitable or not,
2. A means to rank-ordering individuals,
3. A basis for prescreening individuals,4. In combination with other predictors make
employment decisions
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Training and Experience (T&E)
Evaluations
Examples of T&E evaluations:
1. When only brief check is needed i.e. job of a
Clerk/Stenographer. See Figure 10.1 p. 429.
2. When detailed check is needed i.e. job of aPersonnel Research Analysis. See Figure
10.2 p. 430.
3. Assumptions of T&E evaluations.
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Methods of Collecting T&E
Evaluation Information
Common characteristics of methods:
1. Description of tasks or other job-relevant
content areas.
2. Extent of individuals training or experiencewith these job-content areas.
3. Basis for scoring of Training, Experience and
Education self-reported by the candidates.
See figure 10.3 p.433
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Methods of Collecting T&E
Evaluation Information
Characteristics of T&E Evaluations
A listing or description of tasks, KSAs, or other
job-relevant content areas
A means by which applicants can describe,indicate, or rate the extent of their training or
experience with these job content areas
A basis for evaluating or scoring applicants self-
reported training, experience, or education
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Some of T&E Evaluations Information
Methods
1. Holistic Judgment
It is an informal, unstructured approach. A brief
description wherein an individual makes cursory
review of the information and arrives at a broad,
general judgment of the applicants suitability.
2. Point Methods
It is a reestablished rating system for crediting
applicants prior training, education and experience
considered relevant to the job.The point method is the most prevalent formal T&E evaluation technique. It
consists of a mechanical formula in which applicants receive a prescribed number
of points for each month or year of relevant training, education, and experience.
In some cases, the number of points assigned varies by the type and duration of
experience. Applicants are either rank ordered or are grouped based on specificeducation and experience requirements for the target job
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Holistic judgment
Holistic judgment is the most common method used to
evaluate applicant training and work experience. This
particular method is not a formally scored T&E evaluation
method but rather provides a general evaluation of an
applicants credentials. An example of the use of thismethod begins when a hiring authority receives a set of
rsums from applicants for a particular position. The
hiring authority assesses each application as a whole and
makes a subjective decision about how to distinguish
between qualified and unqualified applicants according tothe hiring authoritys individual standards.
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S f T&E E l i I f i
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Some of T&E Evaluations Information
Methods
1. Grouping Methods High Group
Middle Group
Low Group
Unqualified GroupSee figure 10.5 p.437
2. Behavioral Consistency Methods Behaviors that show differences between superior and minimum
acceptable workers
These behavior identified by SMEs Applicants past accomplishments to these behaviors and
predictive of future success Based on the principle that past behavior is the best predictor of future
behavior. In practice, the method involves describing previousaccomplishments gained through work, training, or other experience
(e.g., school, community service, hobbies) and matching thoseaccomplishments to the competencies required by the job.
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Methods of T&E Evaluations (contd)
Behavioral Consistency MethodApplicant descriptions of achievements related
to key job requirements or competencies are
formally scored using scales derived from
subject matter experts Principles of the Method
Behaviors evaluated have been identified by
SMEs as showing differences between superior
and minimally acceptable workers.
Applicants past accomplishments can be reliably
rated by SMEs.
Past accomplishments are considered predictive
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Some of T&E Evaluations Information
Methods
1. Task-Based Methods
The critical job tasks are identified.
Applicant has or has not performed
See figure 10.7 p.440
2. KSA-Based Methods
KSAs such as specific computer
programming skills or knowledge ofinterpretation of specific technique.
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Reference Checks Information collected is used for following
purposes:1. To verify information given by candidates: The
purpose of reference checks and background checks is to verify facts stated
by a candidate during the interview, to clarify any concerns you have about a
candidates background or qualifications and to validate your assessment.
Negative selectiondetection of the unqualifiedrather thanidentification of the qualified
2. To serve as basis for predicting job success
of applicants
3. To uncover background information likecriminal records etc
The purpose of checking references is to verify the individual's
work and performance history
The purpose of reference checks is two fold: 1) to verify work
history provided by the candidate and 2) to gain additional job-related information.
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Types of Reference Data Collected
1. Employment and education background
data
2. Appraisal of applicants character and
personality3. Estimates of an applicants job performance
ability
4. Willingness of the reference to rehire anapplicant
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Methods of Collecting Reference Data
1. In-person checks
Specially where potential security or financial risk is
involved
2. Mail checks
A systematic, efficient means through written
questionnaire. Fig 10.8 p.448
3. Letters of reference
Restricted to high-skill or professional jobs
Greater depth of information is needed
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Disadvantages of Letter of References
1. Writers have the difficult task of organizing the letter
2. Depend on efforts expended and writers ability toexpress their thoughts
3. Same information will not be obtained for each
applicant4. Areas important to organization may be omitted
5. Scoring of the letter is subjective on readersinterpretation
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Letters of Recommendation
Disadvantages of Reference-FurnishedInformation
Job-relevance of the information will vary across reference
letter writers
Letter quality depends on the effort expended by the writers andtheir ability to express their thoughts.
Writers are overly positive in their evaluations and often lack
specificity and accuracy in letter writing
The same job-relevant information will not be obtained on each
applicant
Information relevant to areas or issues important to the hiring
organization may be omitted in the letter
Scoring of the letter is subjective and based on the readers
interpretation 931
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Methods of Collecting Reference
Data
1. Telephone checks; most popular
1. Ambiguous comments can be clarified
2. More information available orally
3. Reference check process is speeded up4. Easier to ensure right person is giving
information rather than clerk/secretary
5. Voice inflections, pauses helpful
6. A better return rateFigure 10.6 p. 451
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Sources of Reference Data
1. Former employers
2. Personal references
3. Investigative agencies
4. Public records
1. Criminal records
2. Court records
3. Education records
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Sources of Reference Data
Former Employers Personal References
Investigative Agencies
Consumer reports
Business necessity,
disclosure, and written
consent requirements of
the Fair Credit ReportingAct
Investigative consumer
reports
Public Records Criminal records
Motor vehicle
records Workers
compensation
records
Federal court
records
Educational records935
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Usefulness of Reference Data
Reference giver1. Have worked together
2. Competent
3. Frank and honest assessment4. Able to express effectively
Reliability and validity of reference check1. Immediate superior
2. Adequate time spent together
3. Same gender, ethnicity and nationality4. The old and the new job are similar in content
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