Chapter 5 (Part 2): Recruitment & Selection MGT 3513 It's not what you look at that matters, it's what you see. Henry David Thoreau

ANNOUNCEMENTS

Selection What is selection? What are selection tools? Used in the hiring process to determine which job applicants to hire What are selection tools? Tools = tests = predictors = devices = measure Examples of selection tools:

Selection Tools Selection tools should be ____________!!! In other words, they should predict job performance. How do we know if a selection tool is job-related? Statistics aid HR professionals in determining if a selection tool is job-related (i.e., if it predicts job performance). Ex. correlation coefficient

Selection What are 2 important qualities for selection measures? They should be both ______ and _____to prevent poor selection!!! Checklist to determine if a selection tool is valid ____ Is measure reliable? ____ Is measure content valid? ____ Is measure empirically valid? Concurrent Predictive Meeting any one of these alone _______________ to be valid.

Questions on Selection Explain the concept of reliability Explain deficiency error Explain contamination error

Job domain and selection tools Job domain = duties, tasks, responsibilities included in job Selection tool Does this selection tool cover all the topics in the job domain?

Example - - practice with reliability Landscape architect = Prepare site plans Meet with clients Analyze data on landscape conditions (ex. drainage, soil type) Implement plan Inspect landscape Ideally, the selection process would address each of these job duties. Example: Assume the interviewer fails to ask questions about preparing site plans and meeting with clients What type of error has occurred? ---------------------------------

Reliability in selection Selection tool Job domain = duties, tasks, responsibilities included in job What is the problem with this selection tool?

Example - - practice with reliability Landscape architect = Prepare site plans Meet with clients Analyze data on landscape conditions (ex. drainage, soil type) Implement plan Inspect landscape Example: Interviewer conducts this interview in a noisy room at a job fair What type of error has occurred? ---------------------------------

Questions on Validity Explain the concept of validity What is content validity? What is empirical validity? Explain concurrent validity Explain predictive validity

Today In 6 months Give employees intelligence test Assess employee job performance at the same If an employee’s score on the intelligence test predict his or her job performance at Time 1, we have evidence of _____________ validity.

Today In 6 months Assess employee job performance at a later time Give employees intelligence test Assess employee job performance at a later time If an employee’s score on the intelligence test predict his or her job performance at Time 2, we have evidence of _____________ validity.

Example - - practice with validity Dr. Marler gives MGT 3513 students a comprehensive test in Human Resource Management. The test includes a broad range of topics which are representative of HRM. Dr. Marler has given this test before and has statistical data showing that it is consistent over time. Also, she has statistical data showing that individuals who receive a high score are proficient in HR subject matter. Use the checklist below to determine if this test valid. ____ Is it reliable? ____ Is it content valid? ____ Is it empirically valid?

CORRELATIONS A correlation coefficient (r) is a statistic expressing the ________________________________________ . It can be equal to or between _____ and _____. A correlation of _____ = ____________________

Scatterplot of a Correlation Coefficient In this example, we are trying to determine if a score on a selection test will predict job performance. Low High X = Score on Selection Test Y = Job Performance Each dot is an ___________.

Examples of Correlations & Scatterplots If you had to guess, what would the correlation coefficient be for (a) ____ (b) ____ (c) ____ (a) (b) (c)

Validity and Selection Tools For the remainder of the slides, assume we are trying to validate a new selection test for our company to use in the hiring process. In other words, we want to know if we should base hiring decisions on a job applicant’s test score. Before we start giving the test to job applicants, we will test it on existing employees. We want to know what would have happened if we had used the test to hire job applicants.

Score on Selection Test Hits and Misses Each dot represents __________________ and ________________. Low High High Job Performance Low Score on Selection Test

Score on Selection Test Hits and Misses The shaded area represents ___________________________. Low High High Job Performance Low Score on Selection Test

Score on Selection Test Hits and Misses The shaded area represents ___________________________. Low High High Job Performance Low Score on Selection Test

Score on Selection Test Hits and Misses The shaded area represents ___________________________. Low High Job Performance Score on Selection Test

Score on Selection Test Hits and Misses The shaded area represents ___________________________. Low High Job Performance Score on Selection Test

Based on the previous information, do you think we should use this test to determine which job applicants to hire? Why or why not?

Score on Selection Test Hits and Misses True Positives Low High High Job Performance Low Score on Selection Test

Score on Selection Test Hits and Misses True Positives Low High High Job Performance Low True Negatives Score on Selection Test

Score on Selection Test Hits and Misses True Positives False Negatives Low High High Job Performance Low True Negatives Score on Selection Test

Score on Selection Test Hits and Misses True Positives False Negatives Low High High Job Performance Low True Negatives False Positives Score on Selection Test

Each of the scatterplots below illustrates the relationship between a selection test and job performance. Which would be the best test? (a) (b) (c)

Practice Identifying Hits and Misses John was interviewed to be a sales manager. Based upon his answers in the interview, we thought he would be a great fit; however, he actually turned out to be a poor performer. Which quadrant represents John? False Negative True Positive True Negative False Positive

Practice Identifying Hits and Misses Emma was also interviewed to be a sales manager. Based on her interview, we did not think she would be a good fit; however, we needed another manager, so we hired her anyway. Interestingly, she turned out to be a good performer. If we had not hired her based on the interview, we would have made a _______________. False Negative True Positive True Negative False Positive

Practice Identifying Hits and Misses Finally, James was interviewed to be a sales manager. He performed extremely poorly in the interview; however, we hired him anyway due to increasing demand for our product. It was no surprise when James turned out to be a bad employee. Which quadrant represents James? False Negative True Positive True Negative False Positive

Practice Identifying Hits and Misses 4 1 High Low High Job Performance 3 2 Low Score on Selection Test