Selection Prof Srividya Iyengar

Coverage Definition Why Careful Selection is important Avoiding Negligent Hiring Claims Process and devices Selection Device – Strength and Weakness Compliment with Immigration laws Using tests at work

Definition Selection is the process of differentiating between applicants in order to identify ( and hire ) those with a greater likelihood of success in a job”. Selection is the process of gathering information about applicants for a position and then using that information to choose the most appropriate applicant.

Why Careful Selection is Important Organizational Performance Legal Obligations and Liability The Importance of Selecting the Right Employees Costs of Recruiting and Hiring

Avoiding Negligent Hiring Claims Carefully scrutinize information on employment applications. Get written authorization for reference checks, and check references. Save all records and information about the applicant. Reject applicants for false statements or conviction records for offenses related to the job. Balance the applicant’s privacy rights with others’ “need to know.” Take immediate disciplinary action if problems arise.

Selection Process / Devices Screening of Applications Application Blank Weighted Application Blank Selection Tests Interviews Checking of References Physical Examination Approval by Appropriate Authority Placement

Selection Process

Selection Testing What does it mean? Basic Testing Concepts Validity Test Types of Validity Tests How to validate tests Testing Program Guidelines Test takers individual rights and test security Legal Privacy Issues

What does it mean? A test is a standardized, objective measure of a sample of behaviour. Selection tests are increasingly used by companies these days because they measure individual differences in a scientific way, leaving very little room for Individual bias

Basic Testing Concepts Reliability Consistency of scores obtained by the same person when retested with identical or equivalent tests. Are test results stable over time? Validity Indicates whether a test is measuring what it is supposed to be measuring. Does the test actually measure what it is intended to measure? Suitability: a test must fit the nature of the group on which it is applied Usefulness: exclusive reliance on any single test should be avoided Standardization: norms for finalizing test scores should be established Qualified people: tests demand a high level of professional skills

Validity Tests External validity: Internal validity: Occurs when the causal relationship discovered can be generalized. To what extent can an effect in research, be generalized to populations, settings, treatment variables, and measurement variables? External validity is usually split into two distinct types, population validity and ecological validity and they are both essential elements in judging the strength of an experimental design. Internal validity: Is a measure which ensures that a researcher’s experiment design closely follows the principle of cause and effect. Conclusion validity Conclusion validity occurs when you can conclude that there is a relationship of some kind between the two variables being examined

Discriminant / Divergent Validity Types of Validity Test Validity Predictive Validity Content Validity Construct Validity Criterion Validity Face Validity Concurrent Validity Convergent Validity Discriminant / Divergent Validity

Contd… Test Validity: Is an indicator of how much meaning can be placed upon a set of test results Content validity is the estimate of how much a measure represents every single element of a construct Criterion Validity assesses whether a test reflects a certain set of abilities. Concurrent validity measures the test against a benchmark test and high correlation indicates that the test has strong criterion validity. Predictive validity is a measure of how well a test predicts abilities. It involves testing a group of subjects for a certain construct and then comparing them with results obtained at some point in the future. Construct validity defines how well a test or experiment measures up to its claims Convergent validity tests that constructs that are expected to be related are, in fact, related. Discriminant validity tests that constructs that should have no relationship do, in fact, not have any relationship. (also referred to as divergent validity) Face validity is a measure of how representative a research project is ‘at face value,’ and whether it appears to be a good project

Steps in Test Validation How to validate a test 1 Relate Your Test Scores and Criteria: scores versus actual performance Choose the Tests: test battery or single test Steps in Test Validation Analyze the Job: predictors and criteria Administer the Tests: concurrent or predictive validation 2 3 4 Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample 5

Testing Program Guidelines Use tests as supplements. Validate the tests. Monitor your testing/selection program. Keep accurate records. Use a certified psychologist. Manage test conditions. Revalidate periodically.

Test Takers’ Individual Rights and Test Security Under the American Psychological Association (APA)’s standard for educational and psychological tests, test takers have the right: To privacy and information. To the confidentiality of test results. To informed consent regarding use of these results. To expect that only people qualified to interpret the scores will have access to them. To expect the test is fair to all

Legal Privacy Issues Defamation Avoiding Employee Defamation Suits Libeling or slandering of employees or former employees by an employer. Avoiding Employee Defamation Suits Train supervisors regarding the importance of employee confidentiality. Adopt a “need to know” policy. Disclose procedures impacting confidentially of information to employees.

Background Investigations and Reference Checks Investigations and Checks Reference checks Background employment checks Criminal records Driving records Credit checks Why? To verify factual information provided by applicants. To uncover damaging information.

Contd… Sources of Information Former Employers Current Supervisors Written References Social Networking Sites Commercial Credit Rating Companies Sources of Information

Limitations on Background Investigations and Reference Checks Supervisor Reluctance Employer Guidelines Legal Issues: Privacy Legal Issues: Defamation

Making Background Checks More Useful Include on the application form a statement for applicants to sign explicitly authorizing a background check. Use telephone references if possible. Be persistent in obtaining information. Use references provided by the candidate as a source for other references. Ask open-ended questions to elicit more information from references.

Reference Checking Form Source: Society for Human Resource Management, © 2004. Reproduced with permission of Society for Human Resource Management in the Format Textbook via Copyright Clearance Center.

Using Pre-employment Information Services 1 Notice of adverse action to applicant/employee Employer certification to reporting agency Acquisition and Use of Background Information Disclosure to and authorization by applicant/employee Providing copies of reports to applicant/employee 2 3 4

Procedure in Complying with Immigration Law Hire only citizens and aliens lawfully authorized to work in the United States. Advise all new job applicants of your policy. Require all new employees to complete and sign the verification form (the “I-9 form”) designated by the Immigration and Naturalization Service (INS) to certify that they are eligible for employment. Examine documentation presented by new employees, record information about the documents on the verification form, and sign the form. Retain the form for three years or for one year past the employment of the individual, whichever is longer. If requested, present the form for inspection by INS or Department of Labor officers. No reporting is required.

Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems “Knock out” applicants who do not meet job requirements Can match “hidden talents” of applicants to available openings Benefits of Applicant Tracking Systems Allow employers to extensively test and screen applicants online

Checklist: What to Look for in an Applicant Tracking System (ATS) The employer thinking of adopting an ATS should seek one that meets several minimum functionality requirements. Among other things, the ATS should be: Easy to use. Capable of being integrated into the company’s existing HRIS platform, so that, for instance, data on a newly hired candidate can flow seamlessly into the HRIS payroll system. Able to capture, track, and report applicant EEO data. Able to provide employee selection performance metrics reports, including “time to fill,” “cost to hire,” and “applicant source statistics.” Able to facilitate scheduling and tracking of candidate interviews, email communications, and completed forms, including job offers. Able to provide automated screening and ranking of candidates based upon job skill profiles. Able to provide an internal job posting service that supports applications from current employees and employee referral programs. Able to cross-post jobs to commercial job boards such as www.monster.com. Able to integrate the ATS job board with your company’s own Web site, for instance, by linking it to your site’s “careers” section. Able to provide for requisition creation and signoff approvals.

Selection Tests Intelligence test Aptitude test Personality test Projective test Interest test Preference test Achievement test Simulation test Assessment centre The in basket The leaderless group discussion Business games Individual presentations Graphology test Polygraph test Integrity test

Using Tests at Work Major Types of Tests Why Use Testing? Basic skills tests Job skills tests Psychological tests Why Use Testing? Increased work demands = more testing Screen out bad or dishonest employees Reduce turnover by personality profiling

The Polygraph and Honesty Testing Employee Polygraph Protection Act of 1988 Generally prohibits polygraph examinations by all private employers unless: The employer has suffered an economic loss or injury. The employee in question had access to the property. There is a reasonable prior suspicion. The employee is told the details of the investigation, as well as questions to be asked on the polygraph test itself. Exceptions: Private security employees Employees with access to drugs National defense and security (FBI, DOE, and DOJ)

Honesty Testing Programs: What Employers Can Do Antitheft Screening Procedure: Ask blunt questions. Listen, rather than talk. Do a credit check. Check all employment and personal references. Use paper-and-pencil honesty tests and psychological tests. Test for drugs. Establish a search-and-seizure policy and conduct searches.

Handwriting Exhibit Used by Graphologist Source: Kathryn Sackhein, Handwriting Analysis and the Employee Selection Process (New York: Quorum Books, 1990), p. 45. Reproduced with permission of Greenwood Publishing Group, Inc.

Physical Examination Reasons for preemployment medical examinations: To verify that the applicant meets the physical requirements of the position. To discover any medical limitations to be taken into account in placing the applicant. To establish a record and baseline of the applicant’s health for future insurance or compensation claims. To reduce absenteeism and accidents. To detect communicable diseases that may be unknown to the applicant.

Substance Abuse Screening Types of Screening Before formal hiring After a work accident Presence of obvious behavioral symptoms Random or periodic basis Transfer or promotion to new position Types of Tests Urinalysis Hair follicle testing

Substance Abuse Screening (cont’d) Safety: Impairment vs. Presence Recreational Use vs. Addiction Americans with Disabilities Act Drug Free Workplace Act of 1988 Intrusiveness of Procedures Accuracy of Tests Ethical and Legal Issues

Computerized and Online Testing Online tests Telephone prescreening Offline computer tests Virtual “inbox” tests Online problem-solving tests Types of Tests Specialized work sample tests Numerical ability tests Reading comprehension tests Clerical comparing and checking tests

Types of Tests What Tests Measure Cognitive (Mental) Abilities Achievement Motor and Physical Abilities Personality and Interests What Tests Measure

Sample Test Source: Courtesy of NYT Permissions.

Type of Question Applicant Might Expect on a Test of Mechanical Comprehension

Emotional Stability/ Neuroticism Openness to Experience The “Big Five” Extraversion Emotional Stability/ Neuroticism Agreeableness Openness to Experience Conscientiousness

Example of a Work Sampling Question

Work Samples and Simulations Miniature Job Training and Evaluation Management Assessment Centers Video-Based Situational Testing Measuring Work Performance Directly

Evaluation of Assessment Methods on Four Key Criteria Validity Adverse Impact Costs (Develop/ Administer) Applicant Reactions Cognitive ability tests High High (against minorities) Low/low Somewhat favorable Job knowledge test More favorable Personality tests Low to moderate Low Less favorable Biographical data inventories Moderate Low to high for different types High/low Integrity tests Moderate to high Structured interviews High/high Physical fitness tests High (against females and older workers) Situational judgment tests Moderate (against minorities) Work samples Assessment centers Low to moderate, depending on exercise Physical ability tests Note: There was limited research evidence available on applicant reactions to situational judgment tests and physical ability tests. However, because these tests tend to appear very relevant to the job, it is likely that applicant reactions to them would be favorable. Source: Elaine Pulakos, Selection Assessment Methods, SHRM Foundation, 2005, p. 17. Reprinted by permission of Society for Human Resource Management via Copyright Clearance Center.