Chap 5 Employee Testing and Selection and Interviewing

8/8/2019 Chap 5 Employee Testing and Selection and Interviewing

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Employee Testing and

Selection & InterviewingBy Deshpande


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Selection the process by which an

organization chooses from a list of

applicants the person or persons who

best meet the selection criteria for the

position available, considering current

environmental conditions


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Steps in the Selection ProcessSteps in the Selection Process

Note: Steps may vary. An

applicant may be rejected

after any step in the process.Completion of application

Initial interview in

HR department

Employment testing

(aptitude, achievement)

Background investigation

Preliminary selection inHR department

Supervisor/team interview

Hiring decision

Figure 6.2


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Why Careful Selection is Important ?

Organizational

Performance

Legal

Obligations and

Liability

The Importance of

Selecting the Right

Employees

Costs of Recruiting

and Hiring


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The Importance of Selecting the Right Employees

Performance:- Performance should be tested rightly beforethey are in the door.

Cost:- The total cost of hiring a manager could easily be 10times as high once you add search fees, interviewing time,reference checking, and travel and moving expenses.

Legal obligations:- 1) Equal employment laws requirenondiscriminatory selection process.

2) Courts will find the employer liable when employees with

criminal records or other problems use access to customershomes to commit crimes.


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Basic Testing Concepts

Reliability The consistency of scores obtained by the same person

when retested with the identical or equivalent tests.

Are the test results stable over time?

Test validity The accuracy with which a test, interview, and so on

measures what it purports to measure or fulfills the

function it was designed to fill.

Does the test actually measure what we need for it to

measure?


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Using Tests at Work

Major Types of Tests

Basic skills tests

Job skills tests

Psychological tests

Why Use Testing?

Increased work demands = more testing

Screen out bad or dishonest employees

Reduce turnover by personality profiling


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Types of Validity

CriterionValidity

ContentValidity

TestValidity

FaceValidity


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Types of Validity Criterion validity

A type of validity based on showing that scores on the test(predictors) are related to job performance (criterion).

Are test scores in this class related to students knowledgeof human resource management?

A high score indicates high job performance potential; a low score ispredictive of low job performance.

Content validity A test that is content valid is one that contains a fair sample of

the tasks and skills actually needed for the job in question.

Do the test questions in this course relate to humanresource management topics?

Is taking an HR course the same as doing HR? High or low test scores for employees match their respective job

performance


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Face Validity :- Following good test practices a quite test taking environment, privacy and

so on-

is important . Another factor is theobviousness of the link between the test and

performing the job( the tests face Validity)


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How to Validate a Test

Step 1:A

nalyze the job Predictors: job specification

Criterion: quantitative and qualitative measures of job

success

Step 2:C

hoose the tests Test battery or single test?

Step 3: Administer the test

Concurrent validation

Current employees scores with current performance Predictive validation

Later-measured performance with prior scores


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How to Validate a Test (contd)

Step 4: Relate Test Scores and Criteria

Correlation analysis

Actual scores on the test with actual performance

Step 5: Cross-Validate and Revalidate

Repeat Step 3 and Step 4 with a different sample of

employees.


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Approaches to Validation

Cross-validation Verifying the results obtained from a validation study by

administering a test or test battery to a different sample

(drawn from the same population).

Validity generalization The extent to which validity coefficients can be generalized

across situations.


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Approaches to Validation (contd)

Content validity The extent to which a selection instrument, such as a test,

adequately samples the knowledge and skills needed to

perform a particular job.

Example: typing tests, drivers license examinations

Construct validity The extent to which a selection tool measures a theoretical

construct or trait.

Are difficult to validate. Example: creative arts tests, honesty tests


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Types of Tests

Cognitive

(Mental)

Abilities

Achievement

Motor and

Physical

Abilities

Personality

and

Interests

What Tests

Measure


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Types of Tests

1. Cognitive (Mental) Abilities:- Cognitive testinclude tests of general reasoning ability (intelligence) andtest of specific mental abilities like memory and inductivereasoning.

Intelligent Tests :- Intelligence (IQ) tests are tests of

general intellectual abilities. They measure not a singletrait but rather a range of abilities, including memory,vocabulary, verbal fluency , and numerical ability.

Specific Cognitive abilities:- There are also measures ofspecific mental abilities, such as inductive and deductive

reasoning, verbal comprehension, memory, andnumerical ability.


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Types of Tests

2. Motor and Physical Abilities:- You might also want tomeasure motors abilities, such as finger dexterity, manual

dexterity, and ( if hiring pilots) reaction time. The Crawford Small Parts Dexterity test is an example .

It measure the speed and accuracy of simple judgment as

well as the speed of the finger, hand, and arm movement.

The Roeder Manipulative Aptitude Test screensindividuals for jobs where dexterity is a main requirement.

Tests of physical abilities may also be required.( eg. Lifting

weight, jumping rope-

Lifeguard)


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Types of Tests

3. Personality and Interests :-A persons cognitive and physical abilities alone

seldom explain his or her job performance.

O

ther factors, like motivation and otherinterpersonal skills, are very important .

Employers use personality tests to measure and

predict such intangible .

Tests that measure static strength, dynamic strength,body coordination, and stamina.


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What personality Tests Measure:-

Personality tests measure basic aspects of anapplicants personality, such as introversion,

stability, and motivation.


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Measuring Personality and Interests

Personality tests

Tests that use projective techniques and trait inventories

to measure basic aspects of an applicants personality,

such as introversion, stability, and motivation.

Disadvantage

Personality testsparticularly the projective typeare

the most difficult tests to evaluate and use.

Advantage

Tests have been used successfully to predict

dysfunctional job behaviors and identify successful

candidates for overseas assignments.


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The Big Five

1. Extraversion :-The tendency to be sociable, assertive, active,and to experience positive effects, such as energy and zeal.

2. Emotional stability/neuroticism:-The tendency to exhibit poor

emotional adjustment and experience negative effects, such

as anxiety, insecurity, and hostility.3. Openness to experience:-The disposition to be imaginative,

nonconforming, unconventional, and autonomous.

4. Agreeableness :-The tendency to be trusting, compliant, caring,

and gentle.5. Conscientiousness:-Is comprised of two related facets:

achievement and dependability.


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Other Tests

Interest inventories Personal development and selection devices that comparethe persons current interests with those of others now in

various occupations so as to determine the preferred

occupation for the individual.

Achievement tests Test that measure what a person has already learned

job knowledge in areas like accounting, marketing, orpersonnel.


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Other Tests (contd)

Web-Based (Online) testing Eliminates costly and inefficient paper-and-pencil testing

processes.

Allows for role-playing by applicants. Use of computer-based scoring eliminates rater bias.

Provides immediate scoring and feedback of results to

applicants.

Can be readily customized for specific jobs.


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Employment Tests

Employment Test

An objective and standardized measure of a

sample of behavior that is used to gauge a persons

knowledge, skills, abilities, and other

characteristics (KSAOs) in relation to other

individuals.


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Work Samples and

Simulations

Work

Samples

MiniatureJob

Trainingand

Evaluation

Management

Assessment Centers

Video-Based

SituationalTesting

Measuring WorkPerformance

Directly


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Work Samples

Work samples

Actual job tasks are used in testing applicants

performance.

Work sampling technique

A testing method based on measuring an

applicants performance on actual basic job tasks.


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Work Simulations

Management assessment center

A simulation in which management candidates are asked

to perform realistic tasks in hypothetical situations and are

scored on their performance. It usually also involves

testing and the use of management games.

Typical simulated exercises include:

The in-basket

Leaderless group discussion

Management games

Individual presentations

Objective tests

The interview


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Management Assessment Centers

Typical simulated exercises include:-

1. The in basket:- These exercises confront the candidates with

an accumulation of reports, memos, notes of incoming phone

calls, letters, and other material collected in the actual or

computerized in-basket of the simulated job he/she is about to

start.

2. Leaderless group discussion:- Trainers give a leaderless group

a discussion question and tell members to arrive at a group

decision. Each groups members interpersonal skills,

acceptance by the groups, leadership ability and individualinfluence.


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Typical simulated exercises include

3.Management games:- Problems solve realistic problems as

members of simulated companies competing in amarketplace. They may have to decide , for instance , how to

advertise and manufacturer and how much inventory to stock.

4. INDIVIDUAL PRESENTATIONS.

5. Objective tests.6. The Interview.


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Background Investigations and Reference Checks

Investigations and Checks

Reference checks

Background employment checks

C

riminal records Driving records

Credit checks

Why?

To verify factual information provided by applicants.

To uncover damaging information.


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Work Simulations (contd)

Video-Based situational testing

A situational test comprised of several video scenarios,

each followed by a multiple choice question that requires

the candidate to choose from among several courses of

action.

While the evidence is mixed, the results suggest that

video-based situational tests can be useful for selecting

employees.

Situational Test:- A test that require examinees to

respond to situations representative of the job.


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Work Simulations (contd)

The miniature job training and evaluationapproach

Candidates are trained to perform a sample of the

jobs tasks, and then are evaluated on their

performance.

The approach assumes that a person who

demonstrates that he or she can learn and

perform the sample of tasks will be able to learnand perform the job itself.


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Physical Examination

Reasons for preemployment medical examinations:

To verify that the applicant meets the physical requirements

of the position.

To discover any medical limitations to be taken into account

in placing the applicant.

To establish a record and baseline of the applicants health

for future insurance or compensation claims.

To reduce absenteeism and accidents.

To detect communicable diseases that may be unknown to

the applicant.


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Background Investigations and Reference Checks

(contd)

Former Employers

Current Supervisors

Written References

Social Networking

Sites

Commercial Credit

Rating Companies

Sources of

Information


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Background Investigations and Reference

Checks

Extent of investigations and checks

Reference checks (87%)

Background employment checks (69%)

Criminal records (61%) Driving records (56%)

Credit checks (35%)

Reasons for investigations and checks

To verify factual information provided by applicants.

To uncover damaging information.


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Making Background Checks More Useful

Include on the application form a statement forapplicants to sign explicitly authorizing a background

check.

Use telephone references if possible.

Be persistent in obtaining information.

Ask open-ended questions to elicit more information

from references.

Use references provided by the candidate as a sourcefor other references.


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The Polygraph and Honesty Testing

The polygraph (or lie detector)

A device that measures physiological changes,

The assumption is that such changes reflect changes in

emotional state that accompany lying.

Paper-and-pencil honesty tests

Psychological tests designed to predict job applicants

proneness to dishonesty and other forms of counter

productivity.

Measure attitudes regarding things like tolerance of otherswho steal, acceptance of rationalizations for theft, andadmission of theft-related activities.


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Honesty testing Programs

Ask blunt questions.

Listen, rather than talk.

Do a credit check.

Check all employment and personal

references. Use paper-and-pencil honesty tests and

psychological tests.

Test for drugs. Establish a search-and-seizure policy and

conduct searches.


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Graphology

Graphology (handwriting analysis)

Assumes that handwriting reflects basic

personality traits.

Graphologys validity is highly suspect.

Source: Reproduced with permission from Kathryn Sackhein, Handwriting Analysis

and the Employee Selection Process (New York: Quorum Books, 1990), p. 45.Figure 68

Handwriting Exhibit Used by Graphologist


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Physical Examination

Reasons for pre-employment medicalexaminations: To verify that the applicant meets the physical

requirements of the position

To discover any medical limitations you should take intoaccount in placing the applicant.

To establish a record and baseline of the applicants

health for future insurance or compensation claims.

To reduce absenteeism and accidents To detect communicable diseases that may be unknown

to the applicant.


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Limitations on Background

Investigations and Reference Checks

BackgroundInvestigations

andReference Checks

Supervisor

Reluctance

EmployerGuidelines

LegalIssues:Privacy

Legal Issues:

Defamation


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Substance Abuse Screening (contd)

Safety:Impairmentvs. Presence

R

ecreationalUse vs.

Addiction

Americans withDisabilities Act

Drug Free

Workplace Actof 1988

Intrusiveness of

Procedures

Accuracy ofTests

Ethicaland Legal

Issues


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Substance Abuse Screening

Types of screening: Before formal hiring

After a work accident

Presence of obvious behavioral symptoms

Random or periodic basis

Transfer or promotion to new position

Types of tests

Urinalysis

Hair follicle testing


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Complying with Immigration Law:-

Under the immigration Reform and Control Act of 1986, employeeshired in the United States must prove they are eligible to work in the

US.

1. Hire only citizen and aliens lawfully authorized to work in the US.

2. Advise all new Job applicants of your policy.

3. Require all new employees to complete and sign the verification

form designated by the Immigration and Naturalization service tocertify that they are eligible for employment.

4. Examine documentation presented by new employees, recordinformation about the documents on the verification form, and signthe form.

5. Retain the form for three years or for one year or for one year pastthe employment of the individual whichever is longer.

6. If requested , present the form for inspection by INS or Departmentof Labor officers. No reporting is required.


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Discrimination:-

Employers should not use the so- called I-9

Employment Eligibility Verification form todiscriminate based on race or country of national

origin.

The requirement to verify eligibility does not provide

any basis to reject an applicant just because he or

she is a foreigner, or not a US citizen, or an alien

residing in the US, as long as that person can provehis or her identify and employment eligibility .


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Improving Productivity Through HRIS: Comprehensive

Automated Applicant Tracking and Screening Systems

Knock outapplicants whodo not meet jobrequirements

Can matchhidden

talents ofapplicants to

availableopenings

Benefits of ApplicantTracking Systems

Allowemployers to

extensively testand screenapplicants

online


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Improving Productivity Through HRIS :

Application Tracking and Screening System

The applicants tracking system we introduced to do morethan compile incoming Web- based resumes and trackapplicants during the hiring process.

The new system also do three things to help companies

screen applicants.1. Knock out applicants who do not meet minimum

nonnegotiable requirement.

2. To test and screen applicants online-includes cognitivetesting , web skill testing etc

3. The newer system just not screen out candidates but alsodiscover hidden talents.

Documents

Chap 5 Employee Testing and Selection and Interviewing