Dessler_HRM12e_Ch5-Employee Testing & Selection.ppt

(1)

Chapter 5

Employee Testing

and Selection

Chapter 5

(2)

1.

Explain what is meant by reliability and validity.

2.

Explain how you would go about validating a test.

3.

Cite and illustrate our testing guidelines.

4.

Give examples of some of the ethical and legal

considerations in testing.

5.

List eight tests you could use for employee selection

and how you would use them.

6.

Give two examples of work sample/simulation tests.

7.

Explain the key points to remember in conducting

background investigations.

LEARNING OUTCOMES

(3)

Why Careful Selection is Important

Organizational performance

Costs of recruiting and hiring

The Importance of

Selecting the Right

Employees

(4)

Avoiding Negligent Hiring Claims

•

Carefully scrutinize information on employment

applications.

•

Get written authorization for reference checks, and

check references.

•

Save all records and information about the applicant.

•

Reject applicants for false statements or conviction

records for offenses related to the job.

•

Balance the applicant’s privacy rights with others’

“need to know.”

(5)

Basic Testing Concepts

•

Reliability

 _{Describes the consistency of scores obtained by the same}_{Describes the consistency of scores obtained by the same}

person when retested with the identical or alternate forms of the

same test.

 _{Are test results stable over time?}_{Are test results stable over time?}

•

Validity

 _{Indicates whether a test is measuring what it is supposed to be}_{Indicates whether a test is measuring what it is supposed to be}

measuring.

(6)

Types of Validity

Criterion validity Content validity

(7)

Evidence-Based HR: How to

Validate a Test

1

Relate Your Test Scores and Criteria: scores versus actual performance

Choose the Tests: test battery or single test

Steps in Test Validation

Analyze the Job: predictors and criteria

Administer the Test: concurrent or predictive validation 2

3

4

Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample

(8)

Test Takers’ Individual

Rights and Test Security

•

Under the APA’s standard for educational and

psychological tests, test takers have the following

rights:

 _{The right to the confidentiality of test results.}_{The right to the confidentiality of test results.}

 _{The right to informed consent regarding use of these results.}_{The right to informed consent regarding use of these results.}

 _{The right to expect that only people qualified to interpret the}_{The right to expect that only people qualified to interpret the}

scores will have access to them, or that sufficient information

will accompany the scores to ensure their appropriate

interpretation.

 _{The right to expect the test is fair to all. For example, no one}_{The right to expect the test is fair to all. For example, no one}

taking it should have prior access to the questions or

answers.

(9)

Legal Privacy Issues

•

Defamation

 _{Libeling or slandering of employees or former employees}_{Libeling or slandering of employees or former employees}

by an employer.

•

Avoiding Employee Defamation Suits

1.

1. Train supervisors regarding the importance of employee Train supervisors regarding the importance of employee confidentiality.

confidentiality.

2.

2. Adopt a “need to know” policy.Adopt a “need to know” policy.

3.

3. Disclose procedures impacting confidentially of information Disclose procedures impacting confidentially of information to employees.

(10)

How Do Employers Use Tests at

Work?

•

Major Types of Tests

 _{Basic skills tests}_{Basic skills tests}

 _{Job skills tests}_{Job skills tests}

 _{Psychological tests}_{Psychological tests}

•

Why Use Testing?

 _{Increased work demands = more testing}_{Increased work demands = more testing}

 _{Screen out bad or dishonest employees}_{Screen out bad or dishonest employees}

(11)

Computerized and Online Testing

•

Online tests

 _{Telephone prescreening}_{Telephone prescreening}  _{Offline computer tests}_{Offline computer tests}  _{Virtual “inbox” tests}_{Virtual “inbox” tests}

 _{Online problem-solving tests}_{Online problem-solving tests}

•

Types of Tests

 _{Specialized work sample tests}_{Specialized work sample tests}  _{Numerical ability tests}_{Numerical ability tests}

 _{Reading comprehension tests}_{Reading comprehension tests}

(12)

Types of Tests

Cognitive abilities

Motor and physical

abilities

Personality and interests

What Different Tests

Measure

(13)

The “Big Five”

Extraversion

Emotional stability/ Neuroticism

Agreeableness Openness to _experience Conscientiousnes

(14)

Work Samples and

Simulations

Work samples

Management assessment

centers

Video-based situational

testing

Measuring Work

Performance Directly

Miniature job training and

(15)

Background Investigations and

Other Selection Methods

•

Investigations and Checks

 _{Reference checks}_{Reference checks}

 _{Background employment checks}_{Background employment checks}

 _{Criminal records}_{Criminal records}

 _{Driving records}_{Driving records}

 _{Credit checks}_{Credit checks}

•

Why?

 _{To verify factual information provided by applicants}_{To verify factual information provided by applicants}

(16)

Reference Checks

Former Employers

Current Supervisors

Written References

Social Networking Sites

Commercial Credit Rating Companies

Sources of

(17)

Limitations on Background

Investigations and Reference

Checks

Reference Checks

Supervisor Reluctance Employer

Guidelines

Legal Issues: Privacy Legal Issues:

(18)

Making Background Checks More

Useful

1.

Include on the application form a statement for

applicants to sign explicitly authorizing a background

check.

2.

Use telephone references if possible.

3.

Be persistent in obtaining information.

4.

Compare the submitted r

é

sum

é

to the application.

5.

Ask open-ended questions to elicit more information

from references.

6.

Use references provided by the candidate as a source

for other references.

(19)

Using Preemployment Information

Services

1

Notice of adverse action to applicant/employee Employer certification to reporting agency

Acquisition and Use of Background

Information

Disclosure to and authorization by applicant/employee

Providing copies of reports to applicant/employee 2

3

(20)

The Polygraph and Honesty Testing

•

Employee Polygraph Protection Act of 1988

 _{Generally prohibits polygraph examinations by all private}_{Generally prohibits polygraph examinations by all private}

employers unless:

 The employer has suffered an economic loss or injury._{The employer has suffered an economic loss or injury.}

 The employee in question had access to the property._{The employee in question had access to the property.}

 _{There is a reasonable prior suspicion.}_{There is a reasonable prior suspicion.}

 The employee is told the details of the investigation, as well _{The employee is told the details of the investigation, as well}

as questions to be asked on the polygraph test itself.

 _{Private business exceptions:}_{Private business exceptions:}

 _{Private security employees}_{Private security employees}

 _{Employees with access to drugs}_{Employees with access to drugs}

(21)

Honesty Testing Programs:

What Employers Can Do

•

Antitheft Screening Procedure:

 _{Ask blunt questions.}_{Ask blunt questions.}  _{Listen, rather than talk.}_{Listen, rather than talk.}  _{Do a credit check.}_{Do a credit check.}

 _{Check all employment and personal references.}_{Check all employment and personal references.}

 _{Use paper-and-pencil honesty tests and psychological tests.}_{Use paper-and-pencil honesty tests and psychological tests.}  _{Test for drugs.}_{Test for drugs.}

(22)

Physical Examinations

•

Reasons for preemployment medical examinations:

 _{To verify that the applicant meets the physical requirements of}_{To verify that the applicant meets the physical requirements of}

the position.

 _{To discover any medical limitations to be taken into account in}_{To discover any medical limitations to be taken into account in}

placing the applicant.

 _{To establish a record and baseline of the applicant’s health for}_{To establish a record and baseline of the applicant’s health for}

future insurance or compensation claims.

 _{To reduce absenteeism and accidents.}_{To reduce absenteeism and accidents.}

 _{To detect communicable diseases that may be unknown to the}_{To detect communicable diseases that may be unknown to the}

applicant.

(23)

Substance Abuse Screening

•

Types of Screening

 _{Before formal hiring}_{Before formal hiring}  _{After a work accident}_{After a work accident}

 _{Presence of obvious behavioral symptoms}_{Presence of obvious behavioral symptoms}  _{Random or periodic basis}_{Random or periodic basis}

 _{Transfer or promotion to new position}_{Transfer or promotion to new position}

•

Types of Tests

 _Urinalysis_Urinalysis

(24)

Substance Abuse Screening Issues

Safety:

impairment vs. presence

Recreational use vs. addiction American with

Disabilities Act

Drug Free Workplace Act of

1998

Intrusiveness of testing

procedures

Accuracy of tests

(25)

Improving Productivity Through HRIS:

Using Automated Applicant Tracking

and Screening Systems (ATS)

“Knock out” applicants who do not meet job

requirements

Allows employers to extensively test and screen applicants online

Benefits of Applicant

Tracking Systems

Can match “hidden talents”