Joshua ppt in ip

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Personnel Selection

by Joshua J. Batalla

Industrial Psychology


ObjectivesAfter studying this chapter, you should be able to:

1. Explain the objectives of the personnel selection process.

2. Identify the various sources of information used for personnel selection.

3. Compare the value of different types of employment tests.

4. Illustrate the different approaches to conducting an employment interview.

5. Describe the various decision strategies for selection.


Figure 6–1 Figure 6–1 The Goal of Selection: Maximize The Goal of Selection: Maximize “Hits”“Hits”


Figure 6–2 Figure 6–2 Steps in the Selection ProcessSteps in the Selection Process

Completion of applicationCompletion of application

Initial interview in HR department

Initial interview in HR department

Employment testing(aptitude, achievement)

Employment testing(aptitude, achievement)

Background investigationBackground investigation

Preliminary selection in HR department

Preliminary selection in HR department

Supervisor/team interviewSupervisor/team interview

Medical exam/drug testMedical exam/drug test

Hiring decisionHiring decision

Note: Steps may vary. An applicant may be rejected after any step in the process


Sources of Information about Job Candidates

• Application Forms

• Online Applications

• Biographical Information Blanks (BIB)

• Background Investigations

• Polygraph Tests

• Integrity and Honesty Tests

• Graphology

• Medical Examinations

• Employment Tests

• Interviews


Application Forms• Application date

• Educational background

• Experience

• Arrests and criminal convictions

• Country of citizenship

• References

• Disabilities

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Online Applications• An Internet-based automated posting,

application, and tracking process helps firms to more quickly fill positions by:

– Attracting a broader and more diverse applicant pool

– Collecting and mining resumes with keyword searches to identify qualified candidates

– Conducting screening tests online

– Reducing recruiting costs significantly


Biographical Information Blanks• Sample Questions:

– At what age did you leave home?

– How large was the town/city in which you lived as a child?

– Did you ever build a model airplane that flew?

– Were sports a big part of your childhood?

– Do you play any musical instruments?


Background Investigations• Checking References

– Mail and telephone checks• Specific job-related information

– Letters of reference– Online computerized databases– Privacy Act of 1974

• Requires signed requests for reference letters and signed consent to background checks.

• Applies to both educational and private employers.

– Failure to check references• Negligent hiring liabilities


Employee Polygraph Protection Act (1988)

• Use of “lie detectors” is largely prohibited.

• Act requires qualified examiners.

• Act requires disclosure of information where used.

• Encouraged employers’ use of paper and pencil integrity and honesty tests.


Figure 6–6 Figure 6–6 Integrity Test Question ExamplesIntegrity Test Question Examples

Note: The number of items in each category was 2, 8, 13, and 9 respectively.

Source: Stephen Dwight and George Alliger, “Reactions to Overt Integrity Test Items,” Educational and Psychological Measurement 57, no. 6 (December 1977): 937–48, copyright © 1997 by Sage Publications, Inc. Reprinted with the permission of Sage Publications, Inc.


Background Investigations (cont’d)• Graphology

– The use of a sample of an applicant’s handwriting to make an employment decision.

• Medical Examinations– Given last as they can be costly.– Ensure that the health of an applicant is adequate to

meet the job requirements.– Provides a baseline for subsequent examinations– ADA requires all exams be job-related and conducted

after an employment offer is made.– Testing for illegal drugs is allowed.


Drug Testing• Drug-Free Workplace Act of 1988

– Testing for illegal drugs is required applicants and employees of federal contractors.

• Questions about the efficacy of testing

– Why spend large sums on testing when…• testing for drugs doesn’t appear to make the

workplace safer or improve employee performance?

• few applicants actually test positive and alcohol abuse creates more problems in the workplace?


Employment Tests• Employment Test

– An objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) in relation to other individuals.

– Pre-employment testing can lead to lawsuits.


Classification of Employment Tests

• Cognitive Ability Tests– Aptitude tests

• Measures of a person’s capacity to learn or acquire skills.

– Achievement tests• Measures of what a person knows or can do right

now.

• Personality and Interest Inventories– “Big Five” personality factors:

• Extroversion, agreeableness, conscientiousness, neuroticism, openness to experience.


Figure 6–7 Figure 6–7 Is That Your Final Answer?Is That Your Final Answer?

Verbal 1. What is the meaning of the word “surreptitious”?a. covert c. livelyb. winding d. sweet

2. How is the noun clause used in the following sentence?“I hope that I can learn this game.”a. subject c. direct objectb. predicate nominatived. object of the preposition

Quantitative 3. Divide 50 by 0.5 and add 5. What is the result?a. 25 c. 95b. 30 d. 105

4. What is the value of 1442?a. 12 c. 288b. 72 d. 20736

Answers: 1a, 2c, 3d, 4d

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Figure 6–7 Figure 6–7 Is That Your Final Answer? (cont’d)Is That Your Final Answer? (cont’d)

Reasoning 5. ______ is to boat as snow is to ______.a. Sail, ski c. Water, skib. Water, winter d. Engine, water

6. Two women played 5 games of chess. Each woman won the same number of games, yet there were no

ties. How can this be?a. There was a forfeit. c. They played different people.b. One player cheated. d. One game is still in progress.

Mechanical 7. If gear A and gear C are both turning counterclockwise,what is happening to gear B?a. It is turning counterclockwise.b. It is turning clockwise.c. It remains stationary.d. The whole system will jam.

Answers: 5c, 6c, 7b


Classification of Employment Tests (cont’d)• Physical Ability Tests

– Must be related to the essential functions of the the job.

• Job Knowledge Tests– An achievement test that measures a

person’s level of understanding about a particular job.

• Work Sample Tests – Require the applicant to perform tasks that

are actually a part of the work required on the job.


The Employment Interview• Why the interview is so popular:

– It is especially practical when there are only a small number of applicants.

– It serves other purposes, such as public relations

– Interviewers maintain great faith and confidence in their judgments.


Interviewing Methods• Nondirective Interview

– The applicant determines the course of the discussion, while the interviewer refrains from influencing the applicant’s remarks.

• Structured Interview– An interview in which a set of standardized

questions having an established set of answers is used.


Interviewing Methods (cont’d)• Situational Interview

– An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.

• Behavioral Description Interview (BDI)– An interview in which an applicant is asked

questions about what he or she actually did in a given situation.

• Panel Interview– An interview in which a board of interviewers

questions and observes a single candidate.


Interviewing Methods (cont’d)• Computer Interview

– Using a computer program that requires candidates to answer a series of questions tailored to the job.

– Answers are compared either with an ideal profile or with profiles developed on the basis of other candidates’ responses.

• Video interviews– Using video conference technologies to

evaluate job candidates’ technical abilities, energy level, appearance, and the like before incurring the costs of a face-to-face meeting.

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Highlights in HRM 2


Figure 6–9 Figure 6–9 Variables in the Employment InterviewVariables in the Employment Interview


Ground Rules for Employment Interviews

• Establish an interview plan

• Establish and maintain rapport

• Be an active listener

• Pay attention to nonverbal cues

• Provide information freely

• Use questions effectively

• Separate facts from inferences

• Recognize biases and stereotypes

• Control the course of the interview

• Standardize the questions asked


Diversity Management: Are Your Questions Legal

• No questions are expressly forbidden.– Questions related to race, color, age,

religion, sex, or national origin can be hazardous.

– Questions are acceptable if job-related, asked of everyone, and do not discriminate against a protected class (e.g., females).


““Can-Do” and “Will-Do” Factors in Selection DecisionsCan-Do” and “Will-Do” Factors in Selection Decisions


Reaching a Selection Decision• Selection Considerations:

– Should individuals to be hired according to their highest potential or according to the needs of the organization?

– At what grade or wage level to start the individual?

– Should selection be for employee- job match, or should advancement potential be considered?

– Should those not qualified but qualifiable be considered?

– Should overqualified individuals be considered?

– What effect will a decision have on meeting affirmative action plans and diversity considerations?


Selection Decision Strategies

Multiple Cutoff Model - MinimumMultiple Cutoff Model - MinimumMultiple Cutoff Model - MinimumMultiple Cutoff Model - Minimum

Statistical ApproachStatistical ApproachStatistical ApproachStatistical Approach

Compensatory Model - AverageCompensatory Model - AverageCompensatory Model - AverageCompensatory Model - Average

Multiple Hurdle Model- SequentialMultiple Hurdle Model- SequentialMultiple Hurdle Model- SequentialMultiple Hurdle Model- Sequential

Clinical ApproachClinical ApproachClinical ApproachClinical Approach

ObjectivityObjectivityObjectivityObjectivity

SubjectivitySubjectivitySubjectivitySubjectivity


Selection Decision Models• Compensatory Model

– Permits a high score in one area to make up for a low score in another area.

• Multiple Cutoff Model– Requires an applicant to achieve a

minimum level of proficiency on all selection dimensions.

• Multiple Hurdle Model– Only applicants with sufficiently high

scores at each selection stage go on to subsequent stages in the selection process.


Selection Process (cont’d)• Final Decision

– Selection of applicant by departmental or immediate supervisor to fill vacancy.

– Notification of selection and job offer by the human resources department.

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