1. Selection

2. Goal of Selection Match people to jobs Match people to jobs Match people to the organization – “fit” Match people to the organization – “fit”

3. Culture SnagAJob – job service SnagAJob – job service SnagAJob Google Google Google Dun and Bradstreet – financial services Dun and Bradstreet – financial services Dun and Bradstreet Dun and Bradstreet IBM IBM IBM

4. Selection Process – steps used to gather information about candidates and make a hiring decision Selection Process – steps used to gather information about candidates and make a hiring decision

5. Sources of Information about Job Candidates Application Forms Application Forms Online Applications Online Applications Background Investigations Background Investigations Integrity and Honesty Tests Integrity and Honesty Tests Graphology Graphology Medical Examinations Medical Examinations Employment Tests Employment Tests Interviews Interviews

6. Steps in the Selection Process Note: Steps may vary. An applicant may be rejected after any step in the process. Completion of application Initial interview in HR department Employment testing (aptitude, achievement) Background investigation Preliminary selection in HR department Supervisor/team interview Medical exam/drug test Hiring decision

7. Validity

8. Criterion-Related Criterion-Related –How well selection device relates to important job behavior Do well on test = do well on job Do well on test = do well on job Do poorly on test = poorly on job Do poorly on test = poorly on job

9. Two types of criterion- related validity Concurrent validity Concurrent validity –Get data from current employees to compare to test results Predictive validity Predictive validity –Test applicants and get data after time working for company

10. Content Validity Content Validity –Test samples important KSAO’s of job –Work samples are best Construct Validity Construct Validity –How a device measures traits –Examples: anxiety –Difficult – hard to show job-relatedness

11. Reliability Reliability –How well device returns consistent results over time over time between people between people

12. What type of validity or reliability is at issue? A woman who passed a typing test for an administrative assistance position with a very high score is able to type documents fast and accurately enough on the job. A woman who passed a typing test for an administrative assistance position with a very high score is able to type documents fast and accurately enough on the job. Two supervisors interviewed the same candidate and came up with vastly different ratings. Two supervisors interviewed the same candidate and came up with vastly different ratings.

13. A person who tested high for innovation is the first person of the year to apply for a patent from your company. A person who tested high for innovation is the first person of the year to apply for a patent from your company. A supervisor wants to ask engineering candidates if they played team sports. A supervisor wants to ask engineering candidates if they played team sports.

14. Inferences vs. Facts Rides a motorcycle Rides a motorcycle Has 12 children Has 12 children Has several facial piercings Has several facial piercings Delivered papers as a child Delivered papers as a child Has had four jobs in the past twelve months Has had four jobs in the past twelve months Watches television all day Sunday Watches television all day Sunday