1. C h a p t e r PART TWO - STAFFING THE ORGANIZATION Selecting Employees 8

2. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 2 Chapter 8 Overview The Selection Process Validation of Selection Procedures Reliability Uniform Guidelines on Employee Selection Procedures

3. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 3 The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing

4. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 4 Figure 8.1 | Steps in the Selection Process

5. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 5 The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing The Selection Process   Application Form  EEOC Requirements  Processing  Accuracy of Information  Applicant Flow Record  Preliminary Interview  Formal Testing  Aptitude Tests  Psychomotor Tests  Job Knowledge and Proficiency Test  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Drug and AIDS Testing  Genetic Testing

6. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 6  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

7. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 7 Figure 8.2 | Relationship between Job Analysis and Validity

8. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 8  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

9. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 9 Figure 8.3 | Predictive Validation Process

10. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 10  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

11. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 11 Figure 8.4 | Concurrent Validation Process

12. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 12  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

13. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 13 Figure 8.5 | Determining Adverse Impact in an Employer’s Work Force

14. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 14 Figure 8.6 | Determining Adverse Impact in an Employer’s Hiring Decisions

15. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 15  Second or Follow-up Interview  Types of Interviews  Problems in Conducting Interviews  Conducting Effective Interviews  Reference Checking  Physical Examination  Making the Final Selection Decision Validation of Selection Procedures   Criterion-Related Validity  Predictive Validity   Concurrent Validity   Content and Construct Validity Reliability Uniform Guidelines on Employee Selection Procedures  Adverse (or Disparate) Impact    Where Adverse Impact Exists: The Basic Options

16. McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc. All rights reserved. 8 - 16 Questions