Human Resource Management Signature Assignment Part 3 ONLY
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HRM637PPTCh8.pptxStaffing Organizations
Chapter 8:
External Selection I
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1
External Selection I 1
Preliminary Issues
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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.
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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.
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External Selection I 2
Initial Assessment Methods
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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.
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.
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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
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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.
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.
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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”.
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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
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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.
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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.
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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 |
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External Selection I 3
Legal Issues
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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
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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.
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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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