Selection Part 1 OS652 HRM Fisher Sept. 30, 2004

2 Applying employment law to selection processes … Source:

3 Agenda Impact of legal environment on selection process Technical aspects of selection

4 Legal Requirements Must follow requirements of Civil Rights Act, ADA, etc. Selection procedures cannot address – Race, gender, disabilities, age BFOQ exceptions – Pre-employment medical tests (drug testing OK after conditional offer of employment)

5 Selection goes beyond hiring Processes (and laws) apply to many different types of selection situations These include – Downsizing – Succession management programs – Promotion – Special training programs How do the goals of these selection processes differ? Are there multiple outcomes to consider?

6 Griggs v. Duke Power (1971 U.S. Supreme Court) Duke Power required a high school diploma and passing score on two general aptitude tests Black applicants were disproportionately excluded Duke Power was unable to demonstrate the these requirements were job related and consistent with business necessity – Not necessary to perform most jobs in the plant Covered by Civil Rights Act, 1964

7 Adverse Impact: Four-fifths rule Remember, intent is not necessary to demonstrate adverse (or disparate) impact Examine different selection ratios among applicant groups Is there evidence of adverse impact in this case? – Caucasian: 162/241 – Hispanic: 16/25 – African-American: 56/213 – Asian: 66/89

8 Selection criteria We want to select people who will succeed – Performance – Turnover – Potential How do we determine the “ right ” criteria? What should we be measuring? – Use job analysis information to determine critical KSAOs – Knowledge/skills that are easy to learn should generally not be used as selection criteria

9 What is a selection test? Any device used to determine an applicant ’ s appropriateness for the job – Written tests (ability, personality, knowledge) – Interviews – Application blanks – Assessment centers All selection tests are subject to Uniform Guidelines – Test quality – Necessary record keeping – Guidelines for job analysis

10 Qualities of a good selection test At a minimum, need to look at reliability and validity – Reliability: amount of measurement error – Validity: Does it measure what we think it does? Content validity Criterion-related validity (predictive capability) Other criteria to consider?

11 For next class Topic: Specific selection tools Second presentation