Chapter 5 (Part 3): Recruitment & Selection MGT 3513 **These slides contain the instructions for the extra credit personality test assignment** “Don't go around saying the world owes you a living. The world owes you nothing. It was here first.” Mark Twain

ANNOUNCEMENTS

Selection Tools  Selection tools differ in validity.  REVIEW: What is validity (concurrent & predictive)?  We’ll discuss selection tools in terms of whether or not they are useful predictors of job performance. We want to use tools to maximize “hits”. We want a strong correlation coefficient

Hits and Misses LowHigh Score on Selection Test Low High Job Performance Selection test 1 Selection test 2

Ford Case Title VII and Cognitive Tests: Less Discriminatory Alternative for Cognitive Test with Disparate Impact.  “EEOC v. Ford Motor Co. and United Automobile Workers of America, involved a court-approved settlement agreement on behalf of a nationwide class of African Americans who were rejected for an apprenticeship program after taking a cognitive test known as the Apprenticeship Training Selection System (ATSS). The ATSS was a written cognitive test that measured verbal, numerical, and spatial reasoning in order to evaluate mechanical aptitude. Although it had been validated in 1991, the ATSS continued to have a statistically significant disparate impact by excluding African American applicants. Less discriminatory selection procedures were subsequently developed that would have served Ford’s needs, but Ford did not modify its procedures. In the settlement agreement, Ford agreed to replace the ATSS with a selection procedure, to be designed by a jointly-selected industrial psychologist, that would predict job success and reduce adverse impact. Additionally, Ford paid $8.55 million in monetary relief.” Source:

Questions on Ford Case  Read the case on the previous slide.  What did Ford do that was not legal?  What was Ford required to do in the settlement?

Quick Tips for Hiring  Review EEOC guidelines: ent_procedures.html ent_procedures.html  Make sure all selection tools are valid! Consider adverse impact (AI) as a potential problem. Is there a similar tool that would result in less AI?  Require both an application & a resume  Verify information gathered during selection process(make sure all information is consistent)

Selection Tools We Will Discuss  Letters of recommendation  Biodata  General cognitive ability  Work sample test  Personality traits  Honesty tests  Interviews (structured vs. unstructured)  Drug tests  Reference checks  Handwriting analysis

Questions on Selection Tools  Why aren’t letters of recommendation useful? What can be done to increase the validity of this tool?  What is a biodata form? How valid are they?

Example of good letter of recommendation format  Please discuss what you consider to be the applicant’s strengths.  Please discuss areas where the applicant needs improvement. What efforts has the applicant made to improve in these areas?  Please comment on personal qualities of the applicant, such as sense of humor, integrity, self-confidence, etc.  Please rate the applicant in each of the areas listed below by circling the number which represents your opinion. Below Average AverageAbove Average ExcellentNo Opinion Intelligence 1234 n/a Public Speaking Ability 1234 n/a Writing Ability 1234 n/a

Biodata as a Selection Tool The rationale behind biodata is that _________________________________. Example item: How many times in the past month have you presented an idea to make improvements in your workplace? a) 0 b) 1 c) 2 d) 3 e) 4 or more

Questions on Selection Tools  Explain general cognitive ability. How useful is this as a predictor of job performance?  What is a work sample test? How valid is it?

Personality as a Selection Tool  What is a trait?  The “big five” personality factors Extroversion Agreeableness Conscientiousness Emotional stability Openness to experience  Validity of personality tests - - Which of these traits is the best predictor for most jobs?

Personality as a Selection Tool  Learn more about your own personality by taking a personality test at (you don’t have to complete what they call optional questions)  Print out your results and turn them in with your typed assignment.  Answer the following questions (at least 3 sentences each): Does this test accurately describe you? Why or why not? Would you want someone making hiring decisions based on these results? Why or why not?  Taking the personality test above will benefit you in several ways: You will learn something about yourself You will begin to learn about the “Big Five” You will have a basis for forming an opinion regarding whether or not personality traits should be used in the hiring process. Extra Credit

Questions on Selection Tools  Are honesty tests valid? Are they any concerns with honesty testing?

Questions on Interviews  Why have interviews been found to have low reliability and validity?  What is a structured interview? Are they valid? What are situational questions? What are job knowledge questions? What are worker requirement questions?

Practice Example  Read each interview question on the next slide and indentify its type  Types of interview questions: behavioral questions situational questions job knowledge questions worker requirement questions

Examples: Identify the type of interview question  Tell me about a time when you had to work with a difficult customer. How did you handle the situation?  Are you willing to travel 3 weeks of every month?  What are specific ways the marketing research suggests that a company can improve customer loyalty?  What if you had to sell our commercial kitchen mixer to a customer who was already using another brand? What would you tell the customer?

Dr. Marler’s Unsolicited Advice on the “JOB SEARCH”  Prepare for behavioral interview questions  Give me a specific example of a time when you used good judgment and logic in solving a problem.  Tell me about a time when you had too many things to do and you were required to prioritize your tasks.  Describe a time when you set your sights too high (or too low).

DON’TS of Interviewing (or Applications) 1. Children  Where do your kids go to school? 2. Age  When did you graduate from high school? 3. Disabilities  Are you disabled? 4. Physical characteristics  What is your height? 5. Marital status  What is your maiden name?

DON’TS of Interviewing (or Applications) 6. Citizenship  Where were you born? 7. Arrest records (okay ask about convictions except on applications in some states, e.g., New Jersey)  Have you ever been arrested? 8. Smoking  Do you smoke? 9. Diseases (e.g., AIDS)  Do you have any transmittable diseases? 10. Religion  What holidays do you observe?

How should I handle a question about one of the previous topics? 1. _______________ 2. _______________ 3. _______________

Questions on Selection Tools  Are drug tests valid predictors of performance?  Describe reference checks and background checks. Are these valid?  How valid is handwriting analysis?

Practice Evaluating Selection Tools in Terms of Predictive Validity  __________ Letters of recommendation (general vs. specific)  __________ Biodata  __________ General cognitive ability  __________ Work sample test  __________ Personality traits  __________ Honesty tests  __________ Interviews (structured vs. unstructured)  __________ Drug tests  __________ Reference checks  __________ Handwriting analysis

Reactions to Selection Devices  Applicant reactions to selection devices are important because…  Liked vs. disliked selection devices ___________  Manager reactions to selection systems matter because____________________

Questions on Negligent Hiring  What is negligent hiring?