C h a p t e r PART TWO - STAFFING THE ORGANIZATION Selecting Employees 8

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Chapter 8 Overview The Selection Process Validation of Selection Procedures Reliability Uniform Guidelines on Employee Selection Procedures

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Figure 8.1 | Steps in the Selection Process

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Figure 8.2 | Relationship between Job Analysis and Validity

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Figure 8.3 | Predictive Validation Process

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Figure 8.4 | Concurrent Validation Process

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Figure 8.5 | Determining Adverse Impact in an Employer’s Work Force

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Figure 8.6 | Determining Adverse Impact in an Employer’s Hiring Decisions

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved Questions