1. Part 4 Staffing Activities: Selection
Chapter 7:
External Selection
McGraw-Hill/Irwin
Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.

2. Staffing Organizations Model
Mission
Goals and Objectives
Organization Strategy
HR and Staffing Strategy
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Recruitment: External, internal
Planning
Selection: External, internal
Job analysis
Employment: Decision making & final match
Staffing System and Retention Management
8-2

3. Chapter Outline Preliminary Issues Initial Assessment Methods
Logic of Prediction
Nature of Predictors
Development of the Selection Plan
Selection Sequence
Initial Assessment Methods
Resumes and Cover Letters
Application Blanks
Biographical Information
Initial Assessment Methods
References and Background Checks
Handwriting Analysis
Literacy Testing
Genetic Testing
Initial Interview
Choice of Methods

4. Discussion Questions for This Chapter
A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. What are the three steps to follow in establishing a selection plan?
In what ways are the following three initial assessment methods similar and in what ways are they different: application blanks, biographical information, and reference and background checks?
Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others?
Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why?
How can organizations avoid legal difficulties in the use of preemployment inquiries in initial selection decisions?

5. External selection
It refers to assessment and evaluation of external ob applicants.
Preliminary issues is used to guide the types of assessment method that used in external selection
These issues include the logic prediction, the nature of predictor, development of selection plan & the selection sequence

6. Preliminary Issues
Logic of prediction- indicators of a person’s degree of success in the past situation should be predictive of how successful they are likely in new situations
Nature of predictors

7. Development of the selection plan
Selection sequence

8. Logic of Prediction: Past Performance Predicts Future Performance
Not specific enough to make selection decisions
Job titles
Number of years of experience
What counts is the specific types of experiences required and the level of success at each

9. Nature of Predictors Content Form
Sign: A predisposition thought to relate to performance (e.g., personality)
Sample: Observing behavior thought to relate to performance
Criterion: Actual measure of prior performance
Form
Speed vs. power: How many versus what level
Paper / pencil vs. performance: Test in writing or in behavior
Paper/pencil – psychological abilities test
Performance –physical & social abilities test

10. Nature of Predictors
Objective vs. essay: Much like multiple-choice vs. essay course exam questions
Objective – to measure specific knowledge in specific areas
Essay – best to assess written communication, problem solving & analytical skills
Oral vs. written vs. computer: How data are obtained

11. Development of the Selection Plan: Steps Involved
A selection plan describes which predictors will be use to assess the KSAOs required to perform the job.
Develop list of KSAOs required for job
KSAOs are provided by job requirements matrix
For each KSAO, decide if it needs to be assessed in the selection process
Determine method(s) of assessment to be used for each KSAO

12. Ex. 8.3 Assessment Methods by Applicant Flow Stage
Initial assessment methods
Minimize the costs associated with substantive assessment methods by reducing the number of people assessed
8-12

13. Discussion questions
A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. What are the three steps to follow in establishing a selection plan?

14. Resumes and Cover Letters
Information provided is controlled by applicant
Information needs to be verified by other predictors to ensure accuracy and completeness
Major issues
Large number received by organizations
Falsification and misrepresentation of information

15. Overview of Application Blanks
Areas covered
Educational experience
Training
Job experience
Key advantage -- Organization dictates information provided
Major issue -- Information requested should
Be critical to job success and
Reflect KSAOs relevant to job
Sample application blank - Exh. 8.4

16. Sample Application for Employment
8-16

17. Application Blanks Areas of special interest Educational requirements
Level of education
GPA
Quality of school
Major field of study
Extracurricular activities
Training and experience requirements
Licensing, certification, and job knowledge

18. Biographical Information / Biodata
Personal history information of applicant’s background and interests
“Best predictor of future behavior is past behavior”
Past behaviors may reflect ability or motivation
Measures
Exh. 8.5: Examples of Biodata Items
Biodata compared with background checks
Background check
examines an applicant’s background
conducted through records checks and conversations with references
Biodata
used to predict future performance
information is collected by survey

19. Reference and background check: Letters of Recommendation
Problems
Inability to discern more-qualified from less-qualified applicants
Lack of standardization
Suggestions to improve credibility
Use a structured form
Use a standardized scoring key

20. Reference Reports: Reference Checks
Approach involves verifying applicant’s background via contact with
Prior immediate supervisor(s) or
HR department of current of previous companies
Roughly 8 of 10 companies conduct reference checks
Problems
Same as problems with letters of recommendation
Reluctance of companies to provide requested information due to legal concerns
Exh. 8.7: Sample Reference Check

21. Reference Reports: Background Testing
Method involves assessing reliability of applicants’ behavior, integrity, and personal adjustment
Type of information requested
Criminal history
Credit information
Educational history
Employment verification
Driver license histories
Workers’ compensation claims
Key issues
Limited validity evidence
Legal constraints on pre-employment inquiries

22. It is alternative of background checks – genetic screening
Done to screen out people who are susceptible to certain diseases (e.g., sickle cell anemia) due to exposure to toxic substances at work
Genetic screening is not widespread, companies such as Du Pont and Dow Chemical experimented with it to protect their employees
Court decisions have ruled that genetic screening is prohibited under the Americans With Disabilities Act (ADA)
genetic testing is permissible only when consent has been granted by the applicant or when test results directly bear on an applicant’s ability to perform the job

23. Initial Interview Characteristics Video and computer interviews
Begins process of necessary differentiation
Purpose -- Screen out most obvious cases of person / job mismatches
Limitation -- Most expensive method of initial assessment
Video and computer interviews
Offers cost savings

24. Evaluation of Initial Interview
Minimal evidence exists regarding usefulness
Guidelines to enhance usefulness
Ask questions assessing most basic KSAOs
Stick to basic, fundamental questions suitable for making rough cuts rather than subjective questions
Keep interviews brief
Ask same questions of all applicants