Frankagain

Selecting New Employees

Looking for “Fit”

Personality-job fit

Ability-job fit

Person-organization fit

Selecting New Employees

Legal Issues – Uniform Guidelines

What qualifies as an “employment test”?

Any test or other selection procedure that is used as a basis for any employment decision.

Employment decisions include hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, training, transfer, etc.

Employment Tests

To be non-discriminatory, employment tests must be:

Valid

Reliable

Test-retest

Inter-rater

Preliminary Screening

Applications and Resumes

Select out based on fit to job specifications.

ATS

Information will also be verified to detect fictitious or misleading information and to protect the organization against negligent hiring claims.

Pre-employment Inquiries

Legal Landmine!!!

Pre-employment inquiries – all information requested on job applications and during interviews must be non-discriminatory.

Job-related, business necessity, BFOQ

Put Your Money Where Your Mouth Is….

If the EEOC investigates a complaint about an employment test being discriminatory, the organization has to prove the selection procedure is valid for that particular job.

Employment Testing and Legal Issues

Polygraph tests – Employee Polygraph Protection Act (EPPA) makes it illegal to use a polygraph, but has two primary exceptions.

Genetic testing – Genetic Information Nondiscrimination Act (GINA) protects people from discrimination by health insurers and employers on the basis of their DNA information.

Drug testing –– For workplace safety and productivity; must be either “random” or “universal”.

Employment Testing and Legal Issues

Skills tests – must measure ability to apply a particular, job-related knowledge set.

Personality tests – measure psychological traits or characteristics to determine job-related suitability for a specific job.

Interest tests – measure intellectual curiosity and motivation in a job-related field.

Cognitive ability tests – assess job-related aptitude.

No IQ tests.

Honesty/integrity tests – can be written or polygraph.

Carrie Mathieson kinds of jobs can require polygraph.

Physical Tests

Ensure applicants are capable of performing jobs as defined by the job specification and description.

Physical skills tests

Work samples

Assessment centers

Simulations

Physical exams

Directly related to the essential functions

Cannot be made conditional to an offer.

Selection Interviews

Usually the most heavily weighted.

Allow candidates to learn more about the job and organization.

Allow managers to assess relevant skills and abilities about a candidate that cannot be obtained from other tests and to check the accuracy of the application/resume.

Types of Interviews

Structured interview

Semi-structured interview

Unstructured interview

Interview Process

Types of Questions

Closed-ended

Open-ended

Situational

Behavioral

Follow-up/probing

Can Ask, Can’t Ask…

Abbreviated list ;)