1. Chapter 7: Selection

2. Objectives After reading this chapter, you should be able to:
Describe how employee selection affects the performance of firms.
Discuss the meaning and importance of person-job fit.
Identify the standards required for an employee selection process to be effective.
Discuss the various types of employee selection methods managers can use.
Explain how managers make final employee selection decisions.
Describe how organizational demands affect the employee selection process.
Incorporate environmental demand factors into the employee selection process.
Ensure that a firm’s employee selection process is legally compliant.

4. Selection Defined Systematic process of deciding which applicants to:
hire as new employees
consider for promotion
move to other jobs that are lateral moves

5. Person-Job Fit
Extent to which there is a good match between the characteristics of the potential employee (e.g., KSAs) and the requirements of the job

6. Reliability
Extent to which selection measure yields consistent results over time or across raters
Test-retest reliability
Inter-rater reliability

8. Validity
Extent to which selection measure measures what it is supposed to measure and how well it does so
Content validity
Concurrent criterion-related validity
Predictive criterion-related validity
Construct validity

9. Unbiased Extent to which selection measure is bias-free
Personal characteristics
Contrast effect
Devil’s horns/devil’s halo effect
Impression management

11. Initial Screening
Preliminary review of information provided by job applicants and collection of additional information to decide which applicants to give more serious consideration
Applications
Resumes
Behavioral assessments
Screening interviews

13. Final Screening
Use of various selection methods to reduce candidate pool down to most qualified applicants

14. Final Screening: Employment Tests
Ability tests
Cognitive Ability
Physical Ability
Achievement/Competency tests
Personality Inventories

16. Final Screening: Interviews
Unstructured interviews
Structured interviews
Situational interviews
“How would you…..”
Behavioral interviews
“Tell me about a time….”

18. Final Screening: Reference Checks, Background Checks, Credit Reports, and Honesty Tests
Risk of defamation concerns
Background checks
Negligent hiring
Adverse action
Credit checks
Fair Credit Reporting Act (FCRA)
Honesty/Integrity tests
Overt honesty test
Personality test

19. Final Screening: Assessment Centers
Focus is usually on internal promotions and involves:
In-basket exercises
Leaderless group discussions
Role plays
Dimensions measured:
Oral and written communication
Decisiveness
Adaptability
Initiative
Delegation
Planning and organization

20. Final Screening: Other
Biodata
Drug tests
Drug-Free Workplace Act of 1988
ADA protects recovering drug users and alcoholics
Medical exams (only after offer made)

21. Making Selection Decision
Compensatory approach
Lower weight on one selection method can be offset by higher weight on another
Multiple-hurdle approach
Must pass each step to continue in selection process
Multiple-cutoff approach
Minimum score required on each measure to remain a candidate

25. Selection in Practice: Organizational Demands
Strategy
Core competencies
Person-job fit
Selection methods used
Company characteristics
Degree of structure
Substance and form of selection process

26. Selection in Practice: Organizational Demands (continued)
Culture
Person-organization fit
Promotion-from-within policy
Who is involved in selection process
Employee concerns
Fair and equal treatment
Impact of the job on work/life balance

27. Selection in Practice: Environmental Influences
Globalization
Breadth of labor market
Staffing international operation
Ethics
Concerns about privacy
Amount and type of information to provide

28. Selection in Practice: Environmental Influences (continued)
Labor market
Who is available to hire and how selective a company can be
How willing employees are to accept jobs
Technology
Process of selection
Verification of credentials

29. Selection in Practice: Regulatory Issues
Procedures for using selection measures
Uniform Guidelines on Employee Selection Procedures (EEOC)
Principles for the Validation and Use of Personnel Selection Measures (SIOP)
Definition of an applicant for Internet and related technology
Employer is acting to fill position
Applicant has followed outlined application process
Applicant has indicated interest in specific position