Human Resource Management Signature Assignment Part 3 ONLY
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Week3selection.pptxWeek 3
Selection
Agenda Week 3
Week 2 feedback
Interview Structure
Job-related tests
References
Pre-employment
Week 2 Feedback
Assignment
Protected Classes
Age (40 and over)
Ancestry
Color
Religious Creed
Denial of Family and Medical Care Leave
Disability (mental and physical) including HIV and AIDS
Marital Status
Medical Condition (cancer and genetic characteristics)
National Origin
Race
Religion
Gender/Gender Identity
Sexual Orientation
Exceptions
Work-related requirements
Bona Fide Occupational Qualification
a legal exception to an otherwise discriminatory hiring practice that is "reasonably necessary to the normal operation of a particular business."
Seniority System
5
Recruiting vs Selection & Guidelines
82% of companies use some form of pre-employment test to assess candidates. ( SHRM, 2018)
Uniform Guidelines on Employee Selection Procedures
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.
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 |
Structured Interviews
All candidates have a similar experience
Questions based on job analysis
Same questions asked of each candidate
May have rating components
Validity is significantly better that unstructured
Training interviews improves validity
Behavioral Interviews
Behavioral Interviews: Based on behavior, not hypotheticals or yes/no
“Tell about a time when”… vs “Have you?”
How to address disclosures
Structured interviews are the most frequent (74%) interview technique used by HR professionals. ( TalentLyft, 2019)
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
Examples of employment tests : (from EEOC)
Cognitive tests assess reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job;
Physical ability tests measure the physical ability to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general;
Sample job tasks (e.g., performance tests, simulations, work samples, and realistic job previews) assess performance and aptitude on particular tasks;
Performance appraisals (internal) or reference letters (external);
Language proficiency tests determine fluency.
Examples of employment tests : (from EEOC)
Personality tests and integrity tests assess the degree to which a person has certain traits or dispositions (e.g., dependability, cooperativeness, safety) or aim to predict the likelihood that a person will engage in certain conduct (e.g., theft, absenteeism);
Criminal background checks provide information on arrest and conviction history;
Credit checks provide information on credit and financial history;
Reference Checks; and
Medical inquiries and physical examinations, including drug & psychological tests to assess physical or mental health;
Testing Validity
Construct: Does the test measure the concept that it’s intended to measure?
Content: Is the test fully representative of what it aims to measure? Measurements are consistent with work situations.
Criterion: Do the results accurately measure the concrete outcome they are designed to measure? Is there a connection between the measure and performance.
Karraker v. Rent-A-Center
What Are Ability Tests?
Cognitive
Thinking
Memory
Reasoning/decision making
Verbal ability
Mathematical ability
Expression of ideas
Physical Ability
Strength
Speed
Ability
Job-Related Testing
30% of US companies use personality tests
The EEOC does not validate pre-employment assessments nor does the Office of Federal Contract Compliance. As far as employment assessments are concerned, the extent of their authority is to audit or investigate unacceptable procedures when a discrimination charge has resulted from adverse impact.
One issue that you should be aware of is that test publishers are not required to defend their assessments or even provide the necessary evidence to support their validity studies.
Overview of Personality Tests
Current role of personality tests e.g., role of Big Five
Describe behavioral, not emotional or cognitive traits.
Big Five factors (Personality Characteristics Inventory etc.).
Extraversion-sociable, assertive, active, upbeat, and talkative.
Agreeableness-altruistic, trusting, sympathetic, and cooperative.
Conscientiousness-purposeful, determined, dependable, and attentive to detail.
Emotional stability-calm, optimistic, and well adjusted.
Openness to experience-imaginative, attentive to inner feelings, have intellectual curiosity and independence of judgment.
Stable over time and across situations
Overview of Personality Tests
Table divided into three columns summarizes overview of personality tests. The column headers are marked from left to right as: Big five trait, advantages, and disadvantages.
| Big Five Trait | Advantages | Disadvantages |
| Conscientiousness | Better overall job performers Better career decisions More engaged More likely to emerge as leaders Fewer deviant work behaviors Higher retention | Lower adaptability Can be “too much of a good thing” |
| Emotional stability | Better overall job performers Better career decisions More effective leaders More motivated Less prone to burnout | Less able to identify threats More likely to engage in high risk behaviors |
| Extraversion | Perform better in sales More likely to emerge as leaders More engaged Higher levels of commitment and satisfaction | Less task oriented behavior Dominating |
| Agreeableness | More valued as team members More helping behaviors Fewer deviant work behaviors | Lower career success Less able to cope with conflict Give more lenient ratings |
| Openness | Higher creativity More effective leaders More adaptable | Less committed to employer More deviant work behaviors |
Evaluation of Substantive Assessment Methods
Table divided into eight columns summarizes evaluation of substantive assessment methods. The column headers are marked from left to right as: Predictors, use, cost, reliability, validity, utility, applicant reactions, and adverse impact.
| Predictors | Use | Cost | Reliability | Validity | Utility | Applicant Reactions | Adverse Impact |
| Personality tests | Low | Low | High | Moderate | ? | Negative | Low |
| Ability tests | Low | Low | High | High | High | Negative | High |
| Emotional intelligence tests | Moderate | Low | High | Low | ? | ? | Low |
| Performance tests and work samples | Moderate | High | High | High | High | Positive | Low |
| Situational judgment tests | Low | High | Moderate | Moderate | ? | Positive | Moderate |
| Integrity tests | Low | Low | High | High | High | Negative | Low |
| Interest, values, and preference inventories | Low | Low | High | Low | ? | ? | Low |
| Structured interviews | Moderate | High | Moderate | High | ? | Positive | Mixed |
| Team assessments | Low | Moderate | ? | ? | ? | Positive | ? |
Pre-Employment Checks
Employment Offers should be CONDITIONAL upon passing all preemployment checks.
Reference Checks
Physical Exams
Drug Tests
Criminal Checks (watch for statute of limitations)
Credit Checks (watch for FRCA requirements)
References
Surveys suggest 95% of companies conduct reference checks
Giving vs Getting
Company Policy for who & what
Who is the reference?
What are you asking?
How can you validate a reference?
Liability Issues
Drug Testing
The average drug user
was 3.6 times more likely to be involved in an accident
received 3 times the average level of sick benefits
was 5 times more likely to file a workers’ compensation claim
missed 10 times as many work days as nonusers.
“Drug testing has decreased in recent years because so few people test positive” – our text
Legalization
Falsification
Criminal and Credit
Why would you want these?
When are they justified?
Potential issues
Low Validity
Week 3 Assignment
Develop a Recruitment Plan for the selected position utilizing the theories discussed in the text. Discuss recruitment strategies.
Evaluate the need for internal recruitment, external recruitment, or both. Why is internal and/or external recruitment important?
Define and discuss the structured interview process.
Prepare a list of interview questions to be included in your job portfolio. Ensure the interview questions are specific and tailored to the job description.
Recruitment Plan & Interview
Where to recruit
Internal vs external
What job boards?
Other methods? (career fairs, colleges, etc.)
Interview Questions
No less than 10 BEHAVIORAL questions (Tell me about a time when…)
Specific to the job tasks & requirements based on your job analysis & description.
