Module 5 Flashcards
also known as candidate selection
employee selection
comprises of conducting interviews and evaluating candidates for specific job roles, with a goal of selecting a candidate to hire based on predefined criteria such as qualifications, skills and expertise
employee selection
effective candidate selection is crucial for three major reasons
- performance
- cost
- legal obligations
employees with the right skills contribute significantly to individual and organizational performance
performance
recruitment and hiring costs can be high as a result of inefficient selection
cost
during selection process, it is essential to follow equal employment regulations
legal obligations
cause of a resulting in legal consequences if workers with questionable backgrounds are employed without conducting the necessary background screenings
negligent hiring
essential in the employee selection process
human resource (HR) recruiters
basic employee selection method
tests
two important factors to determine effectiveness of test
- reliability
- validity
provides consistent scores when taken by the same person on different occasions or with alternate forms of the test
reliability
one method of determining reliability
test-retest reliability
establishes whether a test assesses the things it is supposed to measure
validity
assures consistency
reliability
centers on job relevance making sure that test results precisely reflect the job performance
validity
three types of validity are used
- criterion validity
- content validity
- construct validity
involves statistically demonstrating a relationship between scores on a selection procedure and job performance
criterion validity
demonstrates that the content of a selection procedure is a representative of crucial aspects of job performance
content validity
proves that a selection procedure measures an abstract idea crucial for successful job performance
construct validity
how to validate a test (hint: ACARC)
- analyze the job
- choose the tests
- administer the test
- relate test scores and criteria
- cross-validate and revalidate
includes creating detailed job descriptions and requirements
analyze the job
choose appropriate tests to access the predictors that have been identified
choose the tests
two primary approaches in administering tests
- concurrent validation
- predictive validation
type of approach where test scores are given to current employees in the company and these scores are then compared to their current performance
concurrent validation
more dependable way of validating test where tests are administered to applicants before being hired in the company
predictive validation
determine if there is a significant relationship between the test scores and the job performance through a correlation analysis
relate your test scores and criteria
created to visually present the significant correlation between both variables once it is determined and shows the probability of outstanding work performance among each group and grouping people according to test results
expectancy chart
periodically cross-validate them with the new samples of employees and predicted correlation matches with updated sample
cross-validation
constantly re-analyzing the relationship between test scores and job performance and maintains test’s predictive power over time
revalidation
2 bias in employees selection
- test measurement of the characteristic or trait it seeks to evaluate is biased by design
- the assumptions from the test findings are biased
method used to assess the effectiveness of HR practices, including tests
utility analysis
requirement for utility analysis
- validity of the selection measure
- measure of job performance in terms of money
- applicants’ average test scores
- cost of testing an applicant
- total number of applicants tested and selected
refers to which evidence of a measure’s validity obtained in one situation can be generalized to another situation without further study
validity generalization
factors to consider when doing validity generalization
- existing validation evidence
- similarity of subjects
- similarity of jobs
according to the American Psychological Association, the following test takers have the right to
- privacy and feedback
- confidentiality of test results
- informed consent
- expect that only people qualified to interpret scores will have access to them
- test to be fair
4 main types of tests
- cognitive abilities
- motor and physical abilities
- personality and interests
- achievement tests
tests of general reasoning ability and tests of specific mental abilities like memory, and inductive reasoning
cognitive tests
examples of cognitive tests
- IQ test
- aptitude test
motor abilities measured in motor and physical abilities tests
finger dexterity, manual dexterity, and reaction time
example of motor abilities test that measures the speed and accuracy of simple judgment and speed of finger, hand and arm movements
Crawford Small Parts Dexterity Test
physical abilities measured in motor physical abilities test
static strength, dynamic strength, body coordination and stamina
measures the basic aspects of an applicant’s personality such introversion, stability and motivation
personality tests
“big five” personality dimensions
- neuroticism
- extraversion
- agreeableness
- openness
- conscientiousness
represents a tendency to exhibit poor emotional adjustment and experience negative effects, like anxiety, insecurity and hostility
neuroticism
represents a tendency to be sociable, assertive, and active, and to experience positive effects, such as energy and zeal
extraversion
to experience is the disposition to be imaginative, nonconforming, unconventional, and autonomous
openness
tendency is to be trusting, compliant, caring and gentle
agreeableness
exhibit traits of self-control through being capable of planning, organizing, working strategically towards goals and carrying out tasks
conscientiousness
two related facets for conscientiousness
achievement and dependability
conducted with a psychologist and they present an ambiguous stimulus and the person reacts
projective personality tests
two ways to conduct a personality assessment
- projective personality tests
- self-reported personality tests
when applicants fill the personality tests
self-reported personality tests
example of self-reported personality tests
MBTI (Myers-Briggs Test)
compare one’s interests with those of people in various occupations
interest inventories
example of interest inventory
Strong Campbell Interest Inventory
measure what someone has learned
achievement tests
involve presenting candidates with tasks that are representative of the actual job responsibilities they would handle
work samples
involve creating a scenario or environment that mimics aspects of the job to observe how candidates react and perform
simulations
predict job performance by requiring job candidates to perform one or more samples of the job’s tasks
work sampling technique
technique to select a sample of several tasks crucial to performing the job, and then to test applicants on them
basic procedure
tests are personnel tests designed to assess an applicant’s judgment regarding situation encountered in the workplace
situational judgment
a 2-3 day simulation in which 10 to 12 candidates perform realistic management tasks under the observations of experts who appraise each candidate’s leadership potential
management assessment centers
typical simulated tasks in management assessment centers
- in-basket
- leaderless group discussion
- management games
- individual presentation
- objective tests
- the interview
exercise confronts candidates with an accumulation of reports, memos, notes of incoming phone calls, in the actual or computerized in-basket of the simulated job he or she is about to start
in-basket
trainers give a leaderless group a discussion question and tell members to arrive at a group decision
leaderless group discussion
participants solve realistic problems as members of simulated companies competing in a marketplace
management games
trainers evaluate each participant’s communication skills and persuasiveness by having each make an assigned oral presentation
individual presentation
assessment center includes tests of personality, mental ability, interests and achievements
objective tests
most also require an interview between at least one trainer and each participant, to assess the latter’s interests, past performance and motivation
the interview
require examinees to respond to situations representative of the job
situational test
presents the candidate with several online or PC-based video situations, each followed by one or more multiple choice questions
video-based situational testing
CMCAT testing tool
computerized multimedia candidate assessment tool
means training candidates to perform several of the job tasks and then evaluating the candidates’ performance prior to hire. similar to work sampling
miniature job training and evaluation approach
sometimes a dose of realism makes the best screening tool
realistic job previews
background investigations and other selection methods
- background check
- reference check
- social media screening
- preemployment information services
- polygraph & honesty testing
- graphology
- human lie detectors
- physical exams
- substance use screening
- complying with immigration
refers to any kind of examination or assessment given to a job applicants as a part of the hiring process
testing
a process of confirming key details about a job applicant to verify their identification, education, employment history, and criminal history, and checking legal records
background check
involves contacting the applicant’s provided references and previous supervisors to confirm their qualifications and obtain an unfiltered viewpoint or candid insights of the individual in question
reference check
Philippine law of data privacy
Republic Act 10173, Data Privacy Law 2012
two reasons to do background checks on applicants
- to verify the accuracy of the information
- to uncover potential damaging information that was not disclosed by patient
process of evaluating a candidate’s social media presence and reviewing the content they post
social media screening
verification of applicants’ information and background through hiring companies that offer background checks
preemployment information services
two reasons why employers must exercise caution when using such services
- compliance with EEO laws
- federal and state laws
conducting background checks and compliance with laws involve these 4 steps
- Disclose and Authorization
- Certification
- Provide copies of the reports
- Notice after adverse action
measures body changes like sweating, assuming they indicate lying
polygraph
law that restricts employers from using polygraphs and other honesty measuring devices
Employee Polygraph Protection Act of 1988
who can use polygraphs?
- national security and nuclear power
- protector of highly classified information
- FBI, DOJ
- access to drugs
- conducting ongoing investigatinos
How to Screen for honesty
- direct questions
- listen
- background check
- references
- honesty tests
- drug testing
- search and seizure policy
states that restrict paper and pencil honesty testing
masachusetts and rhode island
analysis of handwriting to determine the personality tests, resembles projective personality tests but lacks credibility
graphology
these experts observe candidates during interviews for signs of deception
human lie detectors
medical exam either before or after the new employee starts to ensure applicant meets demand of the job, identifies any medical conditions that may affect their placement and establish baseline for future insurance
physical exam
a common practice among employers before hiring or after incidents like work accidents or noticeable behavior changes.
testing include urine, saliva, blood, hair, skin patches
substance abuse screening
process involves meticulous verification of both identity and work authorization, facilitated through rigorous procedures
complying with immigration
how to check if one is compliant to immigration laws
E-verify or I-9 Employment Eligibility Verification Form
