Dessler_HRM12e_PPT_06.ppt

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PowerPoint Presentation by Charlie Cook The University of West Alabama PowerPoint Presentation by Charlie Cook The University of West Alabama

Chapter 6

Employee Testing

and Selection

Chapter 6

Employee Testing

and Selection

Part Two | Recruitment and Placement

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Why Careful Selection is Important

Organizational performance

Costs of recruiting and hiring

The Importance of

Selecting the Right

Employees

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Avoiding Negligent Hiring Claims

• Carefully scrutinize information on employment

_{Carefully scrutinize information on employment}

applications.

• Get written authorization for reference checks, and

_{Get written authorization for reference checks, and}

check references.

• Save all records and information about the applicant.

_{Save all records and information about the applicant.}

• Reject applicants for false statements or conviction

_{Reject applicants for false statements or conviction}

records for offenses related to the job.

• Balance the applicant’s privacy rights with others’

_{Balance the applicant’s privacy rights with others’}

“need to know.”

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Basic Testing Concepts

• Reliability

_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 person when retested with the identical or alternate forms of the same test.

same test.

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

• Validity

_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. measuring.

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Types of Validity

Criterion validity Content validity

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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?

_{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}

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Computerized and Online Testing

• Online tests

_{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

_{Types of Tests}

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

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

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Types of Tests

Cognitive abilities

Motor and physical

abilities

Personality and interests

What Different Tests

Measure

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Work Samples and

Simulations

Work samples

Management assessment

centers

Video-based situational

testing

Measuring Work

Performance Directly

Miniature job training and

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Background Investigations and

Other Selection Methods

• Investigations and Checks

_{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?

_Why?

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Background Investigations and

Reference Checks

Former Employers

Current Supervisors

Written References

Social Networking Sites

Commercial Credit Rating Companies

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Limitations on Background

Investigations and Reference

Checks

Background Investigations and

Reference Checks

Employer Guidelines

Legal Issues: Privacy Legal Issues:

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Making Background Checks More

Useful

_1.

_{Include on the application form a statement for}

applicants to sign explicitly authorizing a background

check.

2.

2. Use telephone references if possible.

Use telephone references if possible.

3.

3. Be persistent in obtaining information.

Be persistent in obtaining information.

4.

4. Compare the submitted r

Compare the submitted r

é

sum

é

to the application.

5.

5. Ask open-ended questions to elicit more information

Ask open-ended questions to elicit more information

from references.

6.

6. Use references provided by the candidate as a source

Use references provided by the candidate as a source

for other references.

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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

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The Polygraph and Honesty Testing

• Employee Polygraph Protection Act of 1988

_{Employee Polygraph Protection Act of 1988}

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

employers unless: 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}

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Honesty Testing Programs:

What Employers Can Do

• Antitheft Screening Procedure:

_{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.}

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Physical Examinations

• Reasons for preemployment medical 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. 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. 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. 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}

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Substance Abuse Screening

• Types of 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

_{Types of Tests}

 _Urinalysis_Urinalysis