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? What are selection tools?
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:

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. Selection What are 2 important qualities for selection measures?
They should be both ______ and _____to prevent poor selection!!!
Checklist to determine if a selection tool is valid
____ Is measure reliable?
____ Is measure content valid?
____ Is measure empirically valid?
Concurrent
Predictive
Meeting any one of these alone _______________ to be valid.

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

7. Job domain and selection tools
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
Landscape architect =
Prepare site plans
Meet with clients
Analyze data on landscape conditions (ex. drainage, soil type)
Implement plan
Inspect landscape
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?

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

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

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 Assess employee job performance at a later time
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 equal to or between _____ and _____.
A correlation of _____ = ____________________

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

17. Examples of Correlations & Scatterplots
If you had to guess, what would the correlation coefficient be for
(a) ____ (b) ____ (c) ____
(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. Score on Selection Test
Hits and Misses
Each dot represents __________________ and ________________.
Low
High
High
Job Performance
Low
Score on Selection Test

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

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

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

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

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

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

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

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

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

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?
False
Negative
True
Positive
True
Negative
False
Positive

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 _______________.
False
Negative
True
Positive
True
Negative
False
Positive

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?
False
Negative
True
Positive
True
Negative
False
Positive

33. Practice Identifying Hits and Misses4 1
High
Low
High
Job Performance 3 2
Low
Score on Selection Test