1. 4-6 Copyright © 2015 Pearson Education, Inc. 6-1 Employee Testing Employee Testing and Selection

2. 4- Copyright © 2015 Pearson Education, Inc. 6-2 1.Answer the question: Why is it important to test and select employees? 2.Explain what is meant by reliability and validity. 3. List and briefly describe the basic categories of selection tests, with examples. Learning Objectives

3. 4- Copyright © 2015 Pearson Education, Inc. 6-3 4. Explain how to use two work simulations for selection. 5. Describe four ways to improve an employer’s background checking process. Learning Objectives

4. 4- Copyright © 2015 Pearson Education, Inc. 6-4 Answer the question: Why is it important to test and select employees?

5. 4- Copyright © 2015 Pearson Education, Inc. 6-5 Why Employee Selection Is Important Performance Cost Legal obligations Person and job/organization fit

6. 4- Copyright © 2015 Pearson Education, Inc. 6-6 Review Person-job fit Matching the knowledge, skills, abilities, and other competencies (KSACs) Employers Liability Act of 1969

7. 4- Copyright © 2015 Pearson Education, Inc. 6-7 Explain what is meant by reliability and validity.

8. 4- Copyright © 2015 Pearson Education, Inc. 6-8 Basic Testing Concepts Reliability Validity o Criterion validity o Content validity o Construct validity

9. 4- Copyright © 2015 Pearson Education, Inc. 6-9 Evidence-BasedHR: How to Validate a Test Evidence-Based HR: How to Validate a Test Analyze Choose Administer Relate Cross-validate

10. 4- Copyright © 2015 Pearson Education, Inc. 6-10 Who scores the test? Bias Utility analysis Validity generalization Evidence-Based HR: Test Validation Issues

11. 4- Copyright © 2015 Pearson Education, Inc. 6-11 Reliability = consistency Validity = measuring what you intend to measure Review

12. 4- Copyright © 2015 Pearson Education, Inc. 6-12 Review Statistical analysis Use professionals Rights and security Privacy Tests at work Computerized, online testing

13. 4- Copyright © 2015 Pearson Education, Inc. 6-13 List and briefly describe the basic categories of selection tests, with examples.

14. 4- Copyright © 2015 Pearson Education, Inc. 6-14 Cognitive abilities o Intelligence tests o Specific cognitive abilities Motor & physical abilities Measuring personality Interest inventories Achievement tests Types of Tests

15. 4- Copyright © 2015 Pearson Education, Inc. 6-15 The “Big Five” Predicting performance Caveats What do personality tests measure?

16. 4- Copyright © 2015 Pearson Education, Inc. 6-16 Cognitive abilities o IQ o Specific mental abilities Motor skills Personality Interests Achievement “Big 5” Predicting Caveats o Interpretation o Legal issues o Disputing value Review

17. 4- Copyright © 2015 Pearson Education, Inc. 6-17 Explain how to use two work simulations for selection.

18. 4- Copyright © 2015 Pearson Education, Inc. 6-18 Work Samples and Simulations Basic procedure Situational judgment tests Management assessment centers Situational testing

19. 4- Copyright © 2015 Pearson Education, Inc. 6-19 IMPROVING PERFORMANCE: HR Practices Around the Globe 1100 BC the Chinese government was testing civil service candidates China uses assessment centers to select employees Private employers use personnel tests, in-basket tests, and leaderless group discussions

20. 4- Copyright © 2015 Pearson Education, Inc. 6-20 Work samples and simulations Computerized multimedia assessment Miniature job training and evaluation Realistic job previews Choosing a selection method

21. 4- Copyright © 2015 Pearson Education, Inc. 6-21 Review Situational judgment Assessment centers Situational testing Computers Miniature job training Realistic job previews Choose a selection method

22. 4- Copyright © 2015 Pearson Education, Inc. 6-22 Describe four ways to improve an employer’s background checking process.

23. 4- Copyright © 2015 Pearson Education, Inc. 6-23 Background Investigations Why perform checks? Effectiveness Legal dangers o Defamation o Privacy How to check

24. 4- Copyright © 2015 Pearson Education, Inc. 6-24 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Make the Background Check More Valuable o Use a statement to authorize a background check o Compare the application to the résumé o Write open-ended questions

25. 4- Copyright © 2015 Pearson Education, Inc. 6-25 Background Investigations Applicants’ social postings Pre-employment information services The polygraph and honesty testing o Paper-and-Pencil Honesty Tests Graphology

26. 4- Copyright © 2015 Pearson Education, Inc. 6-26 IMPROVING PERFORMANCE: IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Testing for Honesty o Question o Listen o Credit, employment and reference check o Test o Policies

27. 4- Copyright © 2015 Pearson Education, Inc. 6-27 “Human lie detectors” Physical exams Substance abuse screening o Some Practical Considerations Complying with immigration law o Proof of Eligibility Background Investigations

28. 4- Copyright © 2015 Pearson Education, Inc. 6-28 Why perform checks? Effectiveness Legal dangers How to check Social postings Information services Review

29. 4- Copyright © 2015 Pearson Education, Inc. 6-29 Honesty testing Graphology “Human lie detectors” Physicals/drugs Immigration HRIS Review