Chapter 7: Selection

Objectives After reading this chapter, you should be able to:   Describe how employee selection affects the performance of firms. Discuss the meaning and importance of person-job fit. Identify the standards required for an employee selection process to be effective. Discuss the various types of employee selection methods managers can use. Explain how managers make final employee selection decisions. Describe how organizational demands affect the employee selection process. Incorporate environmental demand factors into the employee selection process. Ensure that a firm’s employee selection process is legally compliant.

Selection Defined Systematic process of deciding which applicants to: hire as new employees consider for promotion move to other jobs that are lateral moves

Person-Job Fit Extent to which there is a good match between the characteristics of the potential employee (e.g., KSAs) and the requirements of the job

Reliability Extent to which selection measure yields consistent results over time or across raters Test-retest reliability Inter-rater reliability

Validity Extent to which selection measure measures what it is supposed to measure and how well it does so Content validity Concurrent criterion-related validity Predictive criterion-related validity Construct validity

Unbiased Extent to which selection measure is bias-free Personal characteristics Contrast effect Devil’s horns/devil’s halo effect Impression management

Initial Screening Preliminary review of information provided by job applicants and collection of additional information to decide which applicants to give more serious consideration Applications Resumes Behavioral assessments Screening interviews

Final Screening Use of various selection methods to reduce candidate pool down to most qualified applicants

Final Screening: Employment Tests Ability tests Cognitive Ability Physical Ability Achievement/Competency tests Personality Inventories

Final Screening: Interviews Unstructured interviews Structured interviews Situational interviews “How would you…..” Behavioral interviews “Tell me about a time….”

Final Screening: Reference Checks, Background Checks, Credit Reports, and Honesty Tests Risk of defamation concerns Background checks Negligent hiring Adverse action Credit checks Fair Credit Reporting Act (FCRA) Honesty/Integrity tests Overt honesty test Personality test

Final Screening: Assessment Centers Focus is usually on internal promotions and involves: In-basket exercises Leaderless group discussions Role plays Dimensions measured: Oral and written communication Decisiveness Adaptability Initiative Delegation Planning and organization

Final Screening: Other Biodata Drug tests Drug-Free Workplace Act of 1988 ADA protects recovering drug users and alcoholics Medical exams (only after offer made)

Making Selection Decision Compensatory approach Lower weight on one selection method can be offset by higher weight on another Multiple-hurdle approach Must pass each step to continue in selection process Multiple-cutoff approach Minimum score required on each measure to remain a candidate

Selection in Practice: Organizational Demands Strategy Core competencies Person-job fit Selection methods used Company characteristics Degree of structure Substance and form of selection process

Selection in Practice: Organizational Demands (continued) Culture Person-organization fit Promotion-from-within policy Who is involved in selection process Employee concerns Fair and equal treatment Impact of the job on work/life balance

Selection in Practice: Environmental Influences Globalization Breadth of labor market Staffing international operation Ethics Concerns about privacy Amount and type of information to provide

Selection in Practice: Environmental Influences (continued) Labor market Who is available to hire and how selective a company can be How willing employees are to accept jobs Technology Process of selection Verification of credentials

Selection in Practice: Regulatory Issues Procedures for using selection measures Uniform Guidelines on Employee Selection Procedures (EEOC) Principles for the Validation and Use of Personnel Selection Measures (SIOP) Definition of an applicant for Internet and related technology Employer is acting to fill position Applicant has followed outlined application process Applicant has indicated interest in specific position