Selecting employees and Placing them in Jobs (Selection Method Standards,…
Selecting employees and Placing them in Jobs
Selection Method Standards
A reliable measurement generates consistent
Organizations use statistical tests to compare
results over time.
A higher correlation coefficient signifies a greater
degree of reliability.
Extent to which a measurement is free
from random error.
extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance).
Federal government’s Uniform Guidelines on Employee Selection Procedures accept three ways of measuring validity
a measure of validity based on showing a substantial correlation between test scores and job performance scores.
Two kinds of research are possible for arriving at
Predictive Validation: Research that uses test scores of all applicants and looks for a relationship between scores and future performance of applicants who were hired.
Concurrent Validation: Research that consists of administering a test to people who currently hold a job, and then comparing their scores to existing measures of job performance
Consistency between test items or problems and kinds of situations or problems that occur on the job.
Consistency between a high score on a test and high level of a construct (i.e., intelligence or leadership ability) as well as between mastery of this construct and successful performance of the job.
A generalizable selection method applies not only to the conditions in which the method was originally developed – job, organization, people, time period, etc.
It also applies to other organizations, jobs, applicants,
Practical Value and Utility
Another consideration is the cost of using the
Selection methods should cost significantly less
than the benefits of hiring new employees.
Being valid, reliable, and generalizable adds value
to a selection method.
Methods that provide economic value greater
than the cost of using them are said to have
Three acts have formed the basis for a majority of suits filed by job applicants
Age Discrimination in Employment Act of 1967
Americans with Disabilities Act of 1991
Civil Rights Act of 1964 and 1991
All selection methods must conform to existing laws and legal precedents
Candidates’ Privacy Rights
This is a particular concern when job applicants
provide information online.
Employers should collect data only at secure Web
Information gathered during selection process may include information that employees consider confidential.
Fair Credit Reporting Act
requires employers to obtain a candidate’s consent before using a third party to check candidate’s credit history or references.
Immigration Reform and Control Act (1986)
Federal law requiring employers to verify and maintain records on applicant’s legal rights to work in U.S.
Types of Selection Methods
Gathering Background Information
Low-cost way to gather basic data from applicants.
Ensures that the organization has certain standard
categories of information
Memberships in professional or trade groups
Internet allows for faster and easier searching for convictions (60% of males have been arrested at some point)
Requests for expunging police records has been on the rise so background checks may not be as complete as employers would prefer
8 out of 10 large companies and 2/3rds of smaller
orgs report conducting background checks
: measure a person’s existing
knowledge and skills.
: assess how well a person can learn or
acquire skills and abilities.
Rules for Administering Drug Tests
Use drug testing for jobs that involve safety hazards.
Have a report of results sent to applicant, along with information about how to appeal results and be retested if appropriate.
Administer tests systematically to all applicants for
the same job.
Respect applicants’ privacy by conducting tests in an environment that is not intrusive and keeping results confidential.
Behavior Description Interview
Ask about past behaviors
Listen – let candidate do most of the talking
Put applicant at ease
Take notes – write down notes during and
immediately after interview
At the end of the interview, make sure candidate
knows what to expect next
How Organizations Select Employees
Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.
: Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another.
Communicating the Decision
When a candidate has been selected, the organization should communicate the the offer to the candidate. The offer should include
Rate of pay
Other relevant details