Part 4 Staffing Activities: Selection Chapter 7: External Selection McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.

Staffing Organizations Model Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Recruitment: External, internal Planning Selection: External, internal Job analysis Employment: Decision making & final match Staffing System and Retention Management 8-2

Chapter Outline Preliminary Issues Initial Assessment Methods Logic of Prediction Nature of Predictors Development of the Selection Plan Selection Sequence Initial Assessment Methods Resumes and Cover Letters Application Blanks Biographical Information Initial Assessment Methods References and Background Checks Handwriting Analysis Literacy Testing Genetic Testing Initial Interview Choice of Methods

Discussion Questions for This Chapter A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. What are the three steps to follow in establishing a selection plan? In what ways are the following three initial assessment methods similar and in what ways are they different: application blanks, biographical information, and reference and background checks? Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others? Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why? How can organizations avoid legal difficulties in the use of preemployment inquiries in initial selection decisions?

External selection It refers to assessment and evaluation of external ob applicants. Preliminary issues is used to guide the types of assessment method that used in external selection These issues include the logic prediction, the nature of predictor, development of selection plan & the selection sequence

Preliminary Issues Logic of prediction- indicators of a person’s degree of success in the past situation should be predictive of how successful they are likely in new situations Nature of predictors

Development of the selection plan Selection sequence

Logic of Prediction: Past Performance Predicts Future Performance Not specific enough to make selection decisions Job titles Number of years of experience What counts is the specific types of experiences required and the level of success at each

Nature of Predictors Content Form Sign: A predisposition thought to relate to performance (e.g., personality) Sample: Observing behavior thought to relate to performance Criterion: Actual measure of prior performance Form Speed vs. power: How many versus what level Paper / pencil vs. performance: Test in writing or in behavior Paper/pencil – psychological abilities test Performance –physical & social abilities test

Nature of Predictors Objective vs. essay: Much like multiple-choice vs. essay course exam questions Objective – to measure specific knowledge in specific areas Essay – best to assess written communication, problem solving & analytical skills Oral vs. written vs. computer: How data are obtained

Development of the Selection Plan: Steps Involved A selection plan describes which predictors will be use to assess the KSAOs required to perform the job. Develop list of KSAOs required for job KSAOs are provided by job requirements matrix For each KSAO, decide if it needs to be assessed in the selection process Determine method(s) of assessment to be used for each KSAO

Ex. 8.3 Assessment Methods by Applicant Flow Stage Initial assessment methods Minimize the costs associated with substantive assessment methods by reducing the number of people assessed 8-12

Discussion questions A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. What are the three steps to follow in establishing a selection plan?

Resumes and Cover Letters Information provided is controlled by applicant Information needs to be verified by other predictors to ensure accuracy and completeness Major issues Large number received by organizations Falsification and misrepresentation of information

Overview of Application Blanks Areas covered Educational experience Training Job experience Key advantage -- Organization dictates information provided Major issue -- Information requested should Be critical to job success and Reflect KSAOs relevant to job Sample application blank - Exh. 8.4

Sample Application for Employment 8-16

Application Blanks Areas of special interest Educational requirements Level of education GPA Quality of school Major field of study Extracurricular activities Training and experience requirements Licensing, certification, and job knowledge

Biographical Information / Biodata Personal history information of applicant’s background and interests “Best predictor of future behavior is past behavior” Past behaviors may reflect ability or motivation Measures Exh. 8.5: Examples of Biodata Items Biodata compared with background checks Background check examines an applicant’s background conducted through records checks and conversations with references Biodata used to predict future performance information is collected by survey

Reference and background check: Letters of Recommendation Problems Inability to discern more-qualified from less-qualified applicants Lack of standardization Suggestions to improve credibility Use a structured form Use a standardized scoring key

Reference Reports: Reference Checks Approach involves verifying applicant’s background via contact with Prior immediate supervisor(s) or HR department of current of previous companies Roughly 8 of 10 companies conduct reference checks Problems Same as problems with letters of recommendation Reluctance of companies to provide requested information due to legal concerns Exh. 8.7: Sample Reference Check

Reference Reports: Background Testing Method involves assessing reliability of applicants’ behavior, integrity, and personal adjustment Type of information requested Criminal history Credit information Educational history Employment verification Driver license histories Workers’ compensation claims Key issues Limited validity evidence Legal constraints on pre-employment inquiries

It is alternative of background checks – genetic screening Done to screen out people who are susceptible to certain diseases (e.g., sickle cell anemia) due to exposure to toxic substances at work Genetic screening is not widespread, companies such as Du Pont and Dow Chemical experimented with it to protect their employees Court decisions have ruled that genetic screening is prohibited under the Americans With Disabilities Act (ADA) genetic testing is permissible only when consent has been granted by the applicant or when test results directly bear on an applicant’s ability to perform the job

Initial Interview Characteristics Video and computer interviews Begins process of necessary differentiation Purpose -- Screen out most obvious cases of person / job mismatches Limitation -- Most expensive method of initial assessment Video and computer interviews Offers cost savings

Evaluation of Initial Interview Minimal evidence exists regarding usefulness Guidelines to enhance usefulness Ask questions assessing most basic KSAOs Stick to basic, fundamental questions suitable for making rough cuts rather than subjective questions Keep interviews brief Ask same questions of all applicants