1. External Selection I CHAPTER EIGHT Screen graphics created by:
Jana F. Kuzmicki, PhD
Troy State University-Florida and Western Region

2. Staffing Organizations Model
Vision and 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: Measurement, external, internal
Job analysis
Employment: Decision making, final match
Staffing System and Retention Management

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
Reference Reports
Handwriting Analysis
Literacy Testing
Genetic Testing
Initial Interview
Choice of Methods
Legal Issues

4. Preliminary Issues Logic of prediction Nature of predictors
Development of the selection plan
Selection sequence

5. Exh. 8.1: Logic of Prediction
Previous job(s)
Current job
Nonjob
Past Situations
Attraction
Performance
Satisfaction
Retention
Attendance
HR Outcomes
New Situation (job)
Person
KSAOs
Motivation
Sample
Predict

6. Nature of Predictors Content Form Varies considerably, ranging from
Sign
Sample
Criterion
Form
Speed vs. power
Paper / pencil vs. performance
Objective vs. essay
Oral vs. written vs. computer

7. Development of the Selection Plan: Steps Involved
1. Develop list of KSAOs required for job
KSAOs are provided by job requirements matrix
2. For each KSAO, decide if it needs to be assessed in the selection process
3. Determine method(s) of assessment to be used for each KSAO

8. Development of the Selection Plan
Exhibit 8.2: Selection Plan Format and Example for Secretarial Position

9. Exh. 8.3: Selection Sequence
Initial
Assessment Method
Substantive
Discretionary
Contingent
Applicant Flow Stage
Applicants
Candidates
Finalists
Offer Receivers
New Hires

10. 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
Lack of research exists related to
Validity or reliability
Costs
Adverse impact

11. 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

12. Exh. 8.4: Application for Employment

13. Exh. 8.4: Application for Employment (continued)

14. 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
Weighted application blanks
Evaluation --> ŕ = .10 to ŕ = .20

15. 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
Exh. 8.6: A Taxonomy of Biodata Items
Development of a biodata survey
Choose the criterion
Identify criterion groups
Select items to be analyzed
Specify item response alternatives
Weight items
Cross-validation
Develop cutoff scores

16. Biographical Information: Accomplishment Records
Survey past accomplishments of candidates as they relate to dimensions of work that are part of effective performance
Includes written statement of accomplishment, when it took place, any recognition, and verification
Emphasis on achievements rather than activities
Exh. 8.7: Scoring Key Excerpt for an Accomplishment Record

17. Evaluation: Biographical Information / Biodata
Evaluation --> ŕ = .32 to ŕ = .37
Issues
Generalizability
Although predictive validity exists, it is not clear what these inventories assess
Falsification
Suggestions to reduce faking
Applicant reactions

18. Reference Reports: 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
Exh. 8.8: Scoring Letters of Recommendation

19. 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. 8.9: Sample Reference Check

20. 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

21. Evaluation of Reference Reports
Evaluation --> ŕ = .16 to ŕ = .26
Validity depends on source providing information
HR department, coworker, or relative
Supervisors
Cost vs. benefit approach must be considered

22. Initial Assessment Methods
Handwriting analysis
Literacy testing
Genetic screening

23. Initial Interview Characteristics Video and computer interviews
Begins process of necessary differentiation -- “rough cut”
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

25. Choice of Initial Assessment Methods
Exh. 8.10: Evaluation of Initial Assessment Methods
Criteria
Use
Cost
Reliability
Validity
Utility
Applicant reactions
Adverse impact

26. Legal Issues
Disclaimers - Organization clearly identifies rights it wants to maintain
Employment-at-will
Verification consent
False statement warning
Reference checks
Preemployment inquiries - PIs
Federal laws and regulations
EEOC Guide to Preemployment Inquiries
ADA regulations
State laws and regulations - Exh. 8.11

27. Legal Issues Bona fide occupational qualifications - BFOQs
Discrimination based on sex, religion, or national origin, but not race or color, is permitted if it can be shown to be a BFOQ “reasonably necessary to the normal operation” of the business
Employer justifications
Inability to perform
Same-sex personal contact
Customer preference
Pregnancy or fertility