chapter 6 selecting employees and placing them in jobs
TRANSCRIPT
Chapter 6
Selecting Employees and Placing Them in Jobs
MGMT 422 - Chapter 6
Selection Process organizations use to decide who
will be invited to join
MGMT 422 - Chapter 6
Criteria for Evaluating Selection Methods
MGMT 422 - Chapter 6
Validity
Content – Consistency between test items and job
Criterion– Predictive validation
• Relationship between applicant scores and future performance
– Concurrent validation• Compares scores current employees to current
job performance
MGMT 422 - Chapter 6
Criterion-Related Validity
MGMT 422 - Chapter 6
Legal Standards for Selection CRA 1991
– If disparate impact must be a valid predictor of job performance
– Race norming is illegal EEO laws prohibit gathering information on
protected status, even indirectly ADA requires employers to make
“reasonable accommodation”
MGMT 422 - Chapter 6
Permissibility of Questions
Permissible Not permissibleWhat is your full name?Have you ever worked under a different name?
What is your maiden name?What is the nationality of your name?
Are you at least 18 years old? How old are you?
Are you able to perform this job with or without reasonable accommodations?
What is your height/weight?Do you have any disabilities?
What languages do you speak?(Employment eligibility statement)
What I your ancestry?Are you a US citizen?
What schools have you attended? When did you attend high school?
Are you related to anyone who works at this company?
What is your marital status?Do you have any children
Have you ever been convicted of a crime?
Have you ever been arrested?
MGMT 422 - Chapter 6
Applications and Resumes
Applications gather:
– Contact information
– Work experience, background
– Applicant’s signature
Resumes are most valid when the content is compared to a job description
MGMT 422 - Chapter 6
References & Background Investigations Providing References
– Defamation– Invasion of privacy– Negligent referrals
Obtaining References– Employers must exercise “due diligence” in
investigating an applicant’s background – May be held liable for negligent hiring
MGMT 422 - Chapter 6
Types of Employment Tests
Aptitude Achievement Physical ability Cognitive ability Job performance and work samples Personality inventories Honesty tests
MGMT 422 - Chapter 6
Interviewing
Types– Nondirective interview
– Structured interview
– Situational
– Behavior description
Advantages Disadvantages
MGMT 422 - Chapter 6
Interviewing Effectively
Decide what you’re looking for Plan the interview Put the applicant at ease Work from a list Listen and follow up Take notes Close the interview gracefully
MGMT 422 - Chapter 6
Using Tests to Select Employees
Multiple Hurdles– Minimum score for each employment test
is required
– Candidate must pass all tests
Compensatory approach– Scores on all predictors are added together
– Minimum total score required