Chapter 7 Selection Group 7 August 24, 2002

Employee Selection Selection is the process of choosing from a group of applicants those individuals best suited for a particular position. Selection is the process of choosing from a group of applicants those individuals best suited for a particular position. The right hiring decision is the powerful tool to improve company productivity. The right hiring decision is the powerful tool to improve company productivity.

Environment Factors Legal consideration Speed of decision making Organizational hierarchy Applicants pool Type of organization Probationary period

General Selection Process Preliminary interview Applications complete the firm's application blank Administration of selection tests Employment interview Reference and background checks Company physical examination

Designed Selection Tests Reliable and accurate if selecting qualified candidate from a pool of applicants. Predict an ability to perform the job “can do” but not “will do”. Tests – norms, reliability and validity.

Validation Study Criterion-related validity - compare the score to aspect of job performance eg. performance appraisal. Concurrent validity - the test scores and criterion data are obtained at the same time. Predictive validity - doing test and later obtaining the criterion information.

Employment Tests Cognitive aptitude Psychomotor abilities Job knowledge Work – sample Vocational interest tests Genetic testing Skills testing via Internet

Planning and Content of the Interview Establishing rapport Seeks additional job-related information Clarification of certain point Uncovering of additional information Elaboration of data needed for making decision Provide company information, the job and candidate's expectation

Legal Implications Same validity requirement in selection process. Inproper use of interview causes discrimination. Based strictly on qualifications. Not discuss topics such as religion, social activities, national origin, gender or family situations. Decision only on job-related factors.

Potential Inteviewing Problems Inappropriate Questions Premature Judgements Interviewer domination Inconsistent question Central tendency Halo error Contrast effects Interviewer bias Lack of training Behavior sample Nonverbal communication

Basic Interview Unstructured interview – interviewer asks probing, open-ended questions, encourages to do much of talking. Structure interview – series of job- related questions that are consistently askes of each applicant for a particular job. Behavioural interview – structure interview designed to probe the candidate's past behavior in specific situations.

Methods of Interview One-on-one Group interview Board interview Stress interview Computer-assisted interview

Assessment Centers A selection technique used to identify and select employees for position in the organization. Candidates do simulate tasks that they will perform in the job which they are being considered.

References Check Provide insight of the applicant. Allow verification of its accuracy. Using professional screening firms. Previous employment Education Personal references Criminal history Driving record Civil litigation Workers' compensation history Credit history Social security number

Negligent hiring, Negligent Retention, Polygraph Tests Negligent hiring – not reasonably investigate applicants' background and assigned dangerous persons to positions where they inflict harm. Negligent retention - keeping persons where records indicate strong potential for wrong doing. Polygraph – a lie detector test to confirm or refute the information contained in the application blank.

Selection Detection, Physical Examination and Notification of Candidates The final choice after evaluate reference checks, selection tests, background investigations and interview information. Physical examination information to differentiate capabilities between successful and less-successful employee. The selection process results inform to candidate both unsucessful as soon as posible to keep relationship.