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SELECTING EMPLOYEES AND PLACING THEM IN JOBS (CHAPTER 6), Criterion…

- - - - Civil Rights Acts of 1964 and 1991
      - • Age Discrimination in Employment Act of 1967
      - • Americans with Disabilities Act of 1991
      - • Fair Credit Reporting Act
      - • Equal employment opportunity laws affect the kinds of info organization can gather on forms and in interviews
      - Immigration Reform and Control Act
        
        Requires employers to verify and maintain records on applicant’s legal rights to work in U.S.
      - Candidate’s Privacy Rights
        
        Information gather during selection may include information that candidates consider confidential
        
        Employers should only collect data using secure platforms
    - - Methods cost money and should be considered
      - Methods that provide economic value greater than the
        cost of using them are said to have utility
        • Should cost significantly less than benefits gained from hiring
      - Selection method should produce information that is
        actually beneficial to the company
    - - Generalizable: Valid in other contexts beyond the context in which the selection method was developed
    - - Validity: extent to which performance on measure (test score) relates to what the seasure is trying to asses (job perfornmance)
      - 3 ways to measure
        
        Criterion-related validity
        
        Content validity
        
        Is consistency between test items and kinds of situations or problems that occur on job
        
        Expert can evaluate and write valid test items
        
        Construct validity
        
        Consistency between a high score on a test and hig level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job
        
        Used for tests that measure abstract qualities or constructs
        
        Establishes that test accurately measures the construct
        
        Shows association between construct and job success
    - - Reliable:Extent to which measurement is free from random error
        
        Reliable measurement generates consistent results
        
        Organizations use statistical tests, like correlation coefficients, to
        compare results and determine reliability
      - Determines whether measurements are accurate
      - Ignores whether what is being measured matters
- - - - Test all applicants for the same job
      - Use testing for jobs that involve safety hazards
      - Send report of results to applicant; include info on how to appeal
      - Keep results confidential; respect applicants’ privacy
  - - - • Use measure of strength that does exclude women
      - • Attempt to accommodate applicants with disabilities if possible
      - • Only test components related to job requirements only after applicant has been hired