Professional Documents
Culture Documents
Selection and
Placement
Objective
Familiarize with ways to minimize errors in employee
selection and placement
Finally, if the company can show that it uses a test that is the same as or
similar to that used in the validated setting, then one can “generalize” the
validity from the first context to the new context.
Utility
The degree to which the information provided by the
selection methods enhances the bottom-line effectiveness of
the organization
Utility
Disadvantages:
▣ Without proper care, it may be unreliable, low in validity, and
biased against a number of different groups
▣ Relatively costly
▣ Subjective
How can this be done?
The interview should be...
▣ Structured
▣ Standardized
▣ Focused on accomplishing a small number of
goals
“An interview
procedure
where
applicants are
confronted with
specific issues,
questions, or
Situational problems that
are likely to
Interview arise on the job”
Types of Situational Interview
‘’
interview a candidate for a position,
there is significant advantage in
removing any errors or biases that a
single individual might make in
choosing the correct person for the job.
In today’s technological world, it is
becoming easier for multiple people to
give their input in an interview by
watching a video tape if they can’t be
there in person.
Interviewer should be...
▣ Trained
▣ “Witnesses” not “judges”
▣ A prosecuting attorney
Defined as a “the
process of looking
up and compiling
criminal records,
References, commercial
Application Blanks, records, and
financial records of
Background Checks an individual ”
Physical Ability Tests
▣ Muscular tension
▣ Muscular power
▣ Muscular endurance
▣ Cardiovascular endurance
▣ Flexibility
▣ Balance
▣ Coordination
Cognitive Ability Tests
▣ Extroversion
▣ Adjustment
▣ Agreeableness
▣ Conscientiousness
▣ Openness to New Experiences
Self-awareness,
Self-regulation,
Self-motivation,
Emotional Empathy,
Intelligence Social skills
Work Samples
Job Simulation
- Virtual Job Auditions
Job Competitions
- Head-to-head performances
Assessment Centers
- Where work samples are mostly employed
Work Samples
Drawbacks:
(1) Job-specific tests = Low Generalizability
(2)Costly
(3)Attracts more male participants
Work Samples
Drawbacks:
(1) Job-specific tests = Low Generalizability
(2) Costly
(3) Attracts more male participants
Honesty Tests and Drug Tests
Interviews Low when Low and Low Low, especially Low because of
unstructured and unstructured if because of expense subjectivity and
when assessing non nonbehavioral potential interview
observable traits bias, lack of validity
makes job
relatedness low
Reference Checks Low, especially when Low because of lack Low Low, although not Those writing letters
obtained from letters of range in expensive to obtain may be concerned
evaluations with charges of libel
Biographical High test-retest, High criterion-related Usually job-specific, High, inexpensive May have adverse
Information especially for validity, low in but have been way to collect vast impact, thus often
verifiable information content validity successfully amounts if potentially develop separate
developed for many relevant data scoring keys based
job types on sex or race
Physical Ability Tests High Moderate criterion- Low, pertain only to Moderate for some Adverse impact on
related, high content physically physical jobs, may women and PWDs,
validity for some jobs demanding jobs prevent expensive need to establish job-
injuries and disability relatedness
Cognitive Ability High Moderate criterion- High, predictive for High, low cost and Adverse impact on
Tests related validity, most jobs, best for wide application race, though
content validation complex jobs across diverse jobs decreasing over time
inappropriate in companies
Personality High Low to moderate Low, few traits Low, inexpensive for Low because of
Inventories criterion-related predictive for many jobs where specific cultural and sex
validity for most jobs, except traits are relevant differences in most
traits, content conscientiousness traits, low job-
validation relatedness in
inappropriate general
Work-sample Tests High High criterion and Usually job-specific, High, despite High because of low
content validity but have been relatively high cost to adverse impact and
successfully develop high job-relatedness
developed for many
job types
Drug Tests High High High Expensive but may May be challenged
yield high payoffs for on invasion of
health-related costs privacy grounds
Pink Quotas
Aim at Cultural
Change
Women:
50% Population
6% Board Leadership
Case Background
Pink Quota Law