1. Chapter 5 (Part 2): Recruitment & Selection MGT 3513 It's not what you look at that matters, it's what you see. Henry David Thoreau

2.  ANNOUNCEMENTS

3. Selection What is selection? Used in the hiring process to determine which job applicants to hire What are selection tools? Tools = tests = predictors = devices = measure Examples of selection tools: Personality tests Intelligence tests Work sample tests Interviews

4. Selection Tools  Selection tools should be ____________!!! In other words, they should predict job performance.  How do we know if a selection tool is job-related?  Statistics aid HR professionals in determining if a selection tool is job-related (i.e., if it predicts job performance).  Ex. correlation coefficient

5.  What are 2 important qualities for selection measures?  They should be both valid and reliable to prevent poor selection!!! Validity = reliability + specific types of validity  Checklist to determine if a selection tool is valid ____ Is measure reliable? ____ Is measure content valid? ____ Is measure empirically valid?  Concurrent  Predictive  If a measure is not reliable, it is not valid. In other words, reliability is a necessary but insufficient condition for validity. Selection

6. Questions on Selection  Explain the concept of reliability  Explain deficiency error  Explain contamination error

7. Reliability in selection Job domain = duties, tasks, responsibilities included in job Selection tool  Does this selection tool cover all the topics in the job domain?

8. Example - - practice with reliability  Ideally, the selection process would address each of these job duties.  Example: Assume the interviewer fails to ask questions about preparing site plans and meeting with clients  What type of error has occurred?  --------------------------------- Landscape architect = Prepare site plans Meet with clients Analyze data on landscape conditions (ex. drainage, soil type) Implement plan Inspect landscape

9. Reliability in selection Job domain = duties, tasks, responsibilities included in job Selection tool  What is the problem with this selection tool?

10. Example - - practice with reliability  Example: Interviewer conducts this interview in a noisy room at a job fair  What type of error has occurred?  --------------------------------- Landscape architect = Prepare site plans Meet with clients Analyze data on landscape conditions (ex. drainage, soil type) Implement plan Inspect landscape

11. Questions on Validity Explain the concept of validity What is content validity? What is empirical validity? Explain concurrent validity Explain predictive validity

12. Today In 6 months Give employees intelligence test Assess employee job performance at the same If an employee’s score on the intelligence test predict his or her job performance at Time 1, we have evidence of _____________ validity.

13. Today In 6 months Give employees intelligence test Assess employee job performance at a later time If an employee’s score on the intelligence test predict his or her job performance at Time 2, we have evidence of _____________ validity.

14. Example - - practice with validity  Dr. Marler gives MGT 3513 students a comprehensive test in Human Resource Management. The test includes a broad range of topics which are representative of HRM. Dr. Marler has given this test before and has statistical data showing that it is consistent over time. Also, she has statistical data showing that individuals who receive a high score are proficient in HR subject matter. Use the checklist below to determine if this test valid.  ____ Is it reliable? ____ Is it content valid? ____ Is it empirically valid?

15. CORRELATIONS  A correlation coefficient (r) is a statistic expressing the ________________________________________.  It can be between _____ and _____.  A correlation of _____ = ____________________

16. Correlation Coefficient LowHigh X = Score on Selection Test Low High Y = Job Performance In this example, we are trying to determine if a score on a selection test will predict job performance. Each dot is an ___________.

17. Examples of Correlations (a)(c) (b) If you had to guess, what would the correlation coefficient be for (a) ____ (b) ____ (c) ____

18. Validity and Selection Tools  For the remainder of the slides, assume we are trying to validate a new selection test for our company to use in the hiring process.  In other words, we want to know if we should base hiring decisions on a job applicant’s test score.  Before we start giving the test to job applicants, we will test it on existing employees. We want to know what would have happened if we had used the test to hire job applicants.

19. Hits and Misses LowHigh Score on Selection Test Low High Job Performance Each dot represents __________________ and ________________.

20. Hits and Misses LowHigh Low High Job Performance Score on Selection Test The shaded area represents ___________________________.

21. Hits and Misses LowHigh Low High Job Performance Score on Selection Test The shaded area represents ___________________________.

22. Hits and Misses LowHigh Low High Job Performance Score on Selection Test The shaded area represents ___________________________.

23. Hits and Misses LowHigh Low High Job Performance Score on Selection Test The shaded area represents ___________________________.

24.  Based on the previous information, do you think we should use this test to determine which job applicants to hire?  Why or why not?

25. Hits and Misses LowHigh Score on Selection Test Low High Job Performance True Positives

26. Hits and Misses LowHigh Score on Selection Test Low High Job Performance True Negatives True Positives

27. Hits and Misses LowHigh Score on Selection Test Low High Job Performance True Negatives True Positives False Negatives

28. Hits and Misses LowHigh Score on Selection Test Low High Job Performance True Negatives False Positives True Positives False Negatives

29. (a)(c) (b) Each of the scatterplots below illustrates the relationship between a selection test and job performance. Which would be the best test?

30. Practice Identifying Hits and Misses John was interviewed to be a sales manager. Based upon his answers in the interview, we thought he would be a great fit; however, he actually turned out to be a poor performer. Which quadrant represents John? True Positive True Negative False Positive False Negative

31. Practice Identifying Hits and Misses Emma was also interviewed to be a sales manager. Based on her interview, we did not think she would be a good fit; however, we needed another manager, so we hired her anyway. Interestingly, she turned out to be a good performer. If we had not hired her based on the interview, we would have made a _______________. True Positive True Negative False Positive False Negative

32. Practice Identifying Hits and Misses Finally, James was interviewed to be a sales manager. He performed extremely poorly in the interview; however, we hired him anyway due to increasing demand for our product. It was no surprise when James turned out to be a bad employee. Which quadrant represents James? True Positive True Negative False Positive False Negative

33. Practice Identifying Hits and Misses LowHigh Score on Selection Test Low High Job Performance 1 23 4