Discussion - Adverse Impact : Pre-employment Selection

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Staffing Organizations

Chapter 8:

External Selection I

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Learning Objectives for Chapter 8

Understand how the logic of prediction guides the selection process.

Review the nature of predictors—how selection measures differ.

Understand the process involved in developing a selection plan, and the selection sequence.

Learn about initial assessment methods and understand how these methods are optimally used in organizations.

Evaluate the relative effectiveness of initial assessment methods to determine which work best, and why.

Review the legal issues involved in the use of initial assessment methods, and understand how legal problems can be avoided.

External Selection I 1

Preliminary Issues

Logic of Prediction: Past Performance Predicts Future Performance

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Nature of Predictors

Content

Sign: An aspect of a person thought to relate to performance on the job (e.g., personality).

Sample: Observation of a person in job-relevant behavior.

Criterion: Actual measure of prior performance.

Form

Speed vs. power: How many versus what level.

Paper / pencil vs. performance: Test in writing or in behavior.

Objective vs. essay: Much like multiple-choice vs. essay course exam questions.

Oral vs. written vs. computer: How data are obtained.

Steps in Development of the Selection Plan

Develop list of KSAOs required for job

KSAOs are provided by job requirements matrix.

For each KSAO, decide if it needs to be assessed in the selection process

Determine method(s) of assessment to be used for each KSAO

Applicant Methods By Applicant Flow Stage

Initial assessment methods

Minimize the costs associated with substantive assessment methods by reducing the number of people assessed.

Substantive assessment methods

Used to make more precise decisions about candidates.

More involved than initial assessment methods.

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Discussion Questions 1

A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. What are the three steps to follow in establishing a selection plan?

External Selection I 2

Initial Assessment Methods

Resumes and Cover Letters

Information provided is controlled by applicant

Information needs to be verified by other predictors to ensure accuracy and completeness.

Major issues

Large number received by organizations.

Falsification and misrepresentation of information.

Lack of research exists related to

Validity or reliability.

Costs.

Adverse impact.

Overview of Application Blanks

Areas covered

Educational experience.

Training.

Job experience.

Key advantage – Organization dictates information provided

Major issue – Information requested should

Be critical to job success and

Reflect KSAOs relevant to job.

Application Blanks

Areas of special interest

Educational requirements.

Level of education.

GPA.

Quality of school.

Major field of study.

Extracurricular activities.

Training and experience requirements.

Licensing, certification, and job knowledge.

Weighted application blanks are better

Unweighted correlation with performance from.10 to .20.

Weighted correlations are substantially higher.

Sample Application for Employment

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Biographical Information/Biodata

Personal history information of applicant’s background and interests

“Best predictor of future behavior is past behavior”.

Past behaviors may reflect ability or motivation.

Test-retest reliability can be high: .60 to .90

Predictive validity moderate: r = .26 to .32

Issues

Generalizability beyond first group?

Although predictive validity exists, it is not clear what these inventories assess.

Falsification can be a big problem.

Managers and applicants do not like biodata items.

Examples of Biodata Items

In college, my grade point average was:

a) I did not go to college or completed less than two years

b) Less than 2.50

c) 2.50 to 3.00

d) 3.00 to 3.50

e) 3.50 to 4.00

In the past five years, the number of different jobs I have held is:

a) More than five

b) Three-five

c) Two

d) One

e) None

The kind of supervision I like best is:

a) Very close supervision

b) Fairly close supervision

c) Moderate supervision

d) Minimal supervision

e) No supervision

When you are angry, which of the following behaviors most often describes your reaction:

a) Reflect on the situation for a bit

b) Talk to a friend or spouse

c) Exercise or take a walk

d) Physically release the anger on something

e) Just try to forget about it

Biodata compared with background checks

Reference Reports: Letters of Recommendation

Problems

Inability to discern more-qualified from less-qualified applicants.

Lack of standardization.

Suggestions to improve credibility

Use a structured form.

Use a standardized scoring key.

Reference Reports: Reference Checks

Approach involves verifying applicant’s background via contact with

Prior immediate supervisor(s) or

HR department of current of previous companies.

Surveys suggest 95% of companies conduct reference checks

Problems

Same as problems with letters of recommendation.

Reluctance of companies to provide requested information due to legal concerns.

Reference Reports: Background Testing

Method involves assessing reliability of applicants’ behavior, integrity, and personal adjustment

Type of information requested

Criminal history.

Credit information.

Educational history.

Employment verification.

Driver license histories.

Key issues

Limited validity evidence.

Legal constraints on pre-employment inquiries.

“Ban-the-box”.

Evaluation of Reference Reports

Predictive validity limited: r = .16 to .26

Validity depends on source providing information

HR department, coworker, or relative.

Supervisors.

What sources do you think work best?

Cost vs. benefit of approach must be considered

Initial Interview

Characteristics

Begins process of necessary differentiation.

Purpose – Screen out most obvious cases of person / job mismatches.

Limitation – Most expensive method of initial assessment.

Video and computer interviews

Offers cost savings.

Evaluation of Initial Interview

Minimal evidence exists regarding usefulness (much more evidence on substantive interviews)

Guidelines to enhance usefulness

Ask questions assessing most basic KSAOs.

Stick to basic, fundamental questions suitable for making rough cuts rather than subjective questions.

Keep interviews brief.

Ask same questions of all applicants.

Choice of Initial Assessment Methods

Table divided into eight columns summarizes choice of initial assessment methods. The column headers are marked from left to right as: Predictor, use, cost, reliability, validity, utility, applicant reactions, and disparate impact.

Predictor	Use	Cost	Reliability	Validity	Utility	Applicant Reactions	Disparate Impact
Résumé and cover letter	High	Low	Low	Low	?	Positive	Moderate
Level of education	High	Low	Moderate	Low	Low	?	High
Grade point average	Low	Low	Moderate	Moderate	?	?	High
Quality of school	?	Low	?	Low	?	?	?
Major field of study	?	Low	Moderate	?	?	?	Low
Extracurricular activity	?	Low	?	Moderate	?	?	Low
Training and experience	High	Low	High	Low	Low	?	Moderate
Licensing and certification	Moderate	Low	Moderate	Moderate	?	?	?
Weighted application blanks	Moderate	Moderate	Moderate	Moderate	High	Mixed	?
Biographical data	Low	Moderate	High	Moderate	High	Mixed	Moderate
Letters of recommendation	Low	Low	Low	Low	?	?	Low
Reference check	High	Moderate	Low	Moderate	Moderate	Mixed	Low
Background check	Low	High	?	High	?	Negative	Moderate
Initial interview	High	High	Low	?	?	Positive	Moderate

Discussion Questions 2

In what ways are the following three initial assessment methods similar and in what ways are they different: application blanks, biographical information, and reference and background checks?

Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others?

Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why?

External Selection I 3

Legal Issues

Disclaimers - Organization clearly identifies rights it wants to maintain employment-at-will, verification consent, and provides false statement warning

Reference checks

Social media screening

Background checks

Credit—concerns about applicability and disparate impact.

Criminal—concerns about applicability and disparate impact.

Pre-employment inquiries

Bona Fide Occupational Qualifications

Discrimination based on sex, religion, or national origin, but not race or color, is permitted if it can be shown to be a BFOQ “reasonably necessary to the normal operation” of the business

Employer justifications

Inability to perform.

Same-sex personal contact.

Customer preference.

Pregnancy or fertility.

Discussion Questions 3

How can organizations avoid legal difficulties in the use of pre-employment inquiries in initial selection decisions?

Ethical Issues in Staffing

Issue 1

Is it wrong to “pad” one’s résumé with information that, while not an outright lie, is an enhancement? For example, would it be wrong to term one’s job “maintenance coordinator” when in fact one simply emptied garbage cans?

Issue 2

Do you think employer have a right to check into applicants’ backgrounds? Even if there is no suspicion of misbehavior? Even if the job poses no security or sensitive risks? Even if the background check includes driving offenses and credit histories?

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Accessibility Content: Text Alternatives for Images

Logic of Prediction: Past Performance Predicts Future Performance - Text Alternative

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Past situations include previous job, current job and nonjob while new situation (job) includes HR outcomes as: attraction, performance, satisfaction, retention and attendance.

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Applicant Methods By Applicant Flow Stage - Text Alternative

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Assessment methods include: initial, substantive, discretionary, and contingent. Applicant flow stage include: Applicants, candidates, finalists, offer receivers, and new hires. Initial method leads between applicants and candidates, substantive methods leads between candidates and finalists, discretionary method leads between finalist and offer receivers. Offer receivers lead to contingent, leading to new hires.

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Sample Application for Employment - Text Alternative

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Left Image

The details for personal information are: name, date, social security number, present address, permanent address, phone number, check boxes for 'are you 18 or older' and 'are you prevented from lawfully becoming employed in this country because of visa or immigration status?' The details for employment desired are: position, date you can start, salary desired, are you employed now, if so may we inquire or your present employer, applied to this company before, where, when and preferred by. The details for education are: name and location, number of years attended, did you graduate, subjects studied, grammar school, high school (GED), college and other.

Right Image

General details are: subjects of special study, special skills, activities (civic, athlete, etcetera), US military service, rank and present membership in national guard reserves. The details for former employers (with listing of last three employers, starting with the most recent) are: From and to, data, name and address, salary, position and reason of leaving. The details for references (with giving of last three persons, not related to you) are: name, address, business and years acquainted. Options for date and signature for self certification are visible at the end.

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