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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

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External Selection I

Preliminary Issues

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Logic of Prediction: Past Performance Predicts Future Performance

Jump to Logic of Prediction: Past Performance Predicts Future Performance, Appendix

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Nature of Predictors

Content

Sign: A predisposition thought to relate to performance (e.g., personality)

Sample: Observing behavior thought to relate to performance

Criterion: Actual measure of prior performance

Discriminant validity is demonstrated by evidence that measures of constructs that theoretically should not be highly related to each other are, in fact, not found to be highly correlated to each other

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

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Selection Plan

External selection refers to the assessment and evaluation of external job applicants

Selection plan

the basic purpose of a selection plan is to describe predictors to be used to assess KSAOs required to perform the job

It starts by listing relevant KSAOs associated with a job

important for internal selection to avoid the problems of favoritism and gut instinct that can be especially prevalent in internal selection

Organizations are increasingly finding that the benefits of developing a selection plan outweigh the costs

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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

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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

Jump to Applicant Methods By Applicant Flow Stage, Appendix

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External Selection I

Initial Assessment Methods

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The necessity of Background information

Background information about job applicants can come not only from the applicant but also from people familiar with the applicant (e.g. employers, creditors, and neighbors).

Organizations often solicit this information on their own or use the services agencies that specialize in investigating applicants.

Background information solicited from others consists of letters of recommendation, reference checks, and background checks.

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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

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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

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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

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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

Biodata compared with background checks

Background check

examines an applicant’s background

conducted through records checks and conversations with references

Biodata

used to predict future performance

information is collected by survey

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Biodata

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys. In biodata and background tests, background information is obtained through interviews and conversations with references

Biodata measures include items about past events and behaviors reflecting personality attributes, attitudes, experiences, interests, skills and abilities validated as predictors of overall performance for a given occupation. It is collected directly from job applicants via highly structured multiple-choice questionnaires and typically includes the kinds of data obtained on job application blanks, in some employment interviews, in personnel files, or in autobiographies

Biodata measures are based on the measurement principle of behavioral consistency, that is, past behavior is the best predictor of future behavior. It is the pattern of responses across several different situations that give biographical data the power to predict future behavior on the job

Biodata method is the most valid predictor of performance, in contrast to initial interviews, Handwriting analysis, unweighted application blanks. Biographical information tends to have high reliability

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Examples of Biodata Items

In college, my grade point average was:

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

Less than 2.50

2.50 to 3.00

3.00 to 3.50

3.50 to 4.00

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

More than five

Three-five

Two

One

None

The kind of supervision I like best is:

Very close supervision

Fairly close supervision

Moderate supervision

Minimal supervision

No supervision

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

Reflect on the situation for a bit

Talk to a friend or spouse

Exercise or take a walk

Physically release the anger on something

Just try to forget about it

Biodata compared with background checks

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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

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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

Roughly 8 of 10 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

Workers’ compensation claims

Key issues

Limited validity evidence

Legal constraints on pre-employment inquiries

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

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, 1

Predictor	Use	Cost	Reliability	Validity	Utility	Applicant Reactions	Adverse Impact
Résumé and cover letter	High	Low	Low	?	?	Positive	Moderate
Level of education	High	Low	Moderate	Low	Low	?	Moderate
Grade point average	Moderate	Low	Moderate	Moderate	?	?	Moderate
Quality of school	Low	Low	Moderate	Low	?	?	Moderate
Major field of study	Moderate	Low	Moderate	Moderate	?	?	?
Extracurricular activity	?	Low	Moderate	Moderate	?	?	?
Training and experience	High	Low	High	Moderate	Moderate	?	Moderate
Licensing and certification	Moderate	Low	?	?	?	?	?

Choice of Initial Assessment Methods, 2

Predictor	Use	Cost	Reliability	Validity	Utility	Applicant Reactions	Adverse Impact
Weighted application blanks	Low	Moderate	Moderate	Moderate	Moderate	?	?
Biographical data	Low	High	High	High	High	Negative	Moderate
Letters of recommendation	Moderate	Low	Low	Low	?	?	?
Reference check	High	Moderate	Low	Low	Moderate	Mixed	Moderate
Background check	Moderate	High	?	?	?	?	Moderate
Initial interview	High	High	Low	Low	?	Positive	Moderate

Initial Assessment Reflections

Initial Assessment methods include Résumés and cover letters, Application blanks, Biographical information. Cost is used to guide the choice of initial assessment methods

A major problem with initial interviews is that it has relatively low reliability. To improve the effectiveness of initial interviews, interviewer should ask questions which assess the most basic KSAOs. The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches

A major problem with resumes and cover letters is misrepresentation

A drawback of letters of recommendation is its inability to help separate highly qualified from moderately qualified applicants

In a reference check, the most common person to be contacted is the applicant's former supervisor

Common sources of résumé fraud are inflated titles, inflated education or "purchased" degrees, inaccurate dates to cover up job hopping or unemployment

Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions

One of the major disadvantages of using handwriting analysis as an assessment method is that it is not related to job performance

In what ways are application blanks, biographical information, and reference and background checks similar and in what ways are they different?

The three are similar to each other in that they both ask applicants to report on their background.

All three methods can also be used to make initial selection decisions about job applicants.

One difference between application blanks and biographical data is that biographical data can be used for substantive selection decisions.

Reference reports differ from biodata in that reference checks are used for screening applicants for positions which require integrity & emotional adjustment, biodata is used for a wider range of jobs.

In addition, reference reports are obtained through interviews and conversations with references while biodata is collected through a survey.

Each Biodata item can be classified according to TEN criteria. Explain these criteria

History: Does the item describe an event that occurred in the past or a future or hypothetical event?

Externality: Does the item address an observable event or an internal event such as values or judgments?

Objectively: Does the item focus on reporting factual information or subjective interpretations?

First-handedness: Does the item seek information that is directly available to the applicant rather than an evaluation of the applicant’s behavior by others?

Discreteness: Does the item pertain to a single, unique behavior or a simple count of events as opposed to summary responses?

Verifiability: Can the accuracy of the response to the item be confirmed?

Controllability: Does the item address an event that the applicant controlled?

Equal accessibility: Are the events or experiences expressed in the item equally accessible to all applicants?

Job relevance: Does the item solicit information closely tied to the job?

Invasiveness: is the item sensitive to the applicant’s right to privacy?