SELECTION METHODS

“Faking selection tests is so widespread that it is amazing that test scores obtained cannot really

relate to job performance.”

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Job Attitudes

Candidate Iceberg

Interviews/ impressions

Job Skills

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Look Under the Water Line

Attitudes

Interests

Motivations

Details

Communication

Problem Solving

Learning

The Selection Process• The selection process is a series of steps

through which applicants pass before he is recruited

• THE STEPS• 1. Placing an ad

1. Receiving the resume and sifting

2. Selection Tests

3. Reference and Background Checks

4. Supervisory Interview

5. Hiring Decision

CRITERIA FOR SELECTING TESTS

• Performance. Validity and Reliability

• Flexibility. Future configurations

• Commitment. Retention and motivation

• Condition of Labor Market. Availability

TYPE OF TESTS

1.COGNITIVE TESTS2.PERSONALITY3.ACHIEVEMENT TESTS4.WORK SAMPLE5.ASSESSMENT CENTERS

TYPE OF TESTS (cont)

6. Interviews 7. Bio data 8. References Check

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Common Assessment Tools (some good…some not so much)

Off the Wall• Handwriting• Astrology• Pseudo –psych tests

Usually Unrelated• Age • Education• Self assessment• Grade point avg.• Recommendations

Little data –big assumptions • General Interview • Personality test • Motivation test • Reference check

Hard to fake - Job related• Biographical data• Situational int.• Behavioral int. • Mental ability• Simulation• Work Sample• Assessment Center

MOST IMPORTANT SELECTION METHODS

Interview

Assessment

Center

Psychology Tests

Application Form

References

N / %

Most important selection method (%)

85 7 3 5 0178 / 100

Second most important method (%)

15 1 35 32 17148 / 100

Third most important method(%)

0 0 35 20 4596/ 100

The Effectiveness of Personnel Selection

Method Validity CostLegal

Defensibility Reaction

Application blanks LowLow

? Neutral

Weighted application High High High Neutral

Biographical/Interest blanksHigh

Moderate ? Negative

Letters of recommendationLow

Low Low Positive

Cognitive ability testsHigh

Low High Negative

Job knowledge testsHigh

High High Positive

Performance tests/work samplesHigh

High High Positive

Assessment CentersHigh

High Low Positive

Interviews_unstructured; one rater Low Low High Negative

Structured interviews Behavioral or situational High High High Positive

ACCURACY OF SELECTION ACCURACY OF SELECTION METHODS PREDICTED VALIDITY METHODS PREDICTED VALIDITY

PERFECT PREDICTIONPERFECT PREDICTION

ASSESSMENT CENTRES/ SAMPLE TESTASSESSMENT CENTRES/ SAMPLE TEST

ABILITY TESTSABILITY TESTS

PERSONALITY TESTS (COMBINATION)PERSONALITY TESTS (COMBINATION)

BIODATABIODATA

STRUCTURED INTERVIEWSSTRUCTURED INTERVIEWS

TYPICAL INTERVIEWSTYPICAL INTERVIEWS

REFERENCESREFERENCES

ASTROLOGYASTROLOGY

READING HANDSREADING HANDS

100100

9090

8080

7070

6060

5050

4040

3030

2020

1010

00CHANCE PREDICTIONCHANCE PREDICTION

Definition of Intelligence Test

• A standardized test used to establish an intelligence level A standardized test used to establish an intelligence level rating by measuring a subjectrating by measuring a subject’’s ability to form concepts, solve s ability to form concepts, solve problems, acquire information, reason & perform other problems, acquire information, reason & perform other intellectual operations.intellectual operations.

Top 6 Characteristics of Intelligences

• Human characteristics appear to be multi-dimensional or multiple Human characteristics appear to be multi-dimensional or multiple intelligencesintelligences……

• 1. Linguistic Intelligence • 2. Visual/Spatial Intelligence • 3. Musical • 4. Logical/Mathematical• 5. Interpersonal Intelligence • 6. Intrapersonal

Source:// www.wikipedia.comTheory of multiple intelligences.

Intelligence Quotient (IQ)• The ratio of a person’s

mental age to their chronological age.

Mental Mental Age Age IQ = ---------------- x100 IQ = ---------------- x100

Chronological Chronological Age Age

130+ Very Superior

120-129 Superior

110-119 High Average

190-109 Average

80-89

Low Average

70-79 Borderline

under69

Extremely low

Source:// www.ask.com. General psychology testing & intelligence, Psy-100.

Brain & Intelligence trivia • IQ has been shown to increase with more schooling, better educated parents

and better toys.• A higher IQ employee will be more productive than a lower IQ employee even after A higher IQ employee will be more productive than a lower IQ employee even after

years on the same job.years on the same job.• Studies show that IQ is modestly related to the speed at which you do some

pretty simple things such as comparing two lines to see which is longer.• Feeling rejected has an effect on your IQ score. Ohio researchers claim IQ can Feeling rejected has an effect on your IQ score. Ohio researchers claim IQ can

decrease by 25 percent after being rejected. It's harder to think straight after rejection.decrease by 25 percent after being rejected. It's harder to think straight after rejection.• IQ tests can’t measure all forms of intelligence. It’s widely agreed that

standardized tests can’t measure all forms of intelligence including creativity, wisdom, practical sense and social sensitivity.

• Certain smells may improve your ability to pass exams. British research indicates Certain smells may improve your ability to pass exams. British research indicates students revising for exams could use scent to improve their marks, but also that students revising for exams could use scent to improve their marks, but also that smells associated with failure can worsen results. The smell of rosemary is also said smells associated with failure can worsen results. The smell of rosemary is also said to enhance mental performance.to enhance mental performance.

Source:// www.bdpplz.com

SpatialSpatial

PerceptualPerceptual ReasoningReasoning

QuantitativeQuantitative

verbalverbal

Cognitive abilitiesCognitive abilities

Constituents of cognitive ability test

Assess thinking, problem-solving, decision-making and learning abilities.

Usually timed, although not necessarily.

Give an indication of the individual’s ability to manage the intellectual requirements of a role.

Can be biased by educational and cultural background.

Evaluation of Cognitive Ability Tests

Among the most valid methods of selection (criterion-related validity).

Appear to generalize across all organizations, all job types, and all types of applicants ( generalize validity).

Organizations using them enjoy large economic gains compared to organizations not using them (utility).

Validity is particularly high for jobs of medium and high complexity, validity also exists for simple jobs.

Intelligent employees have greater job knowledge.

General cognitive ability measures more useful than measures of specific abilities.

Cognitive Ability and Job Performance

Of all selection tests, cognitive ability tests are the best predictors of job performance.

The average correlation between cognitive ability test scores and job performance is about r = .5.

This correlation is generally higher than interviews, personality tests, and other selection methods.

Personality tests

• What??. A person’s consistent pattern of behavior.

• Moderate validity, legally less defensible.

• Intangible like motivation, interests and interpers skills.

• MBTI, Big Five,

What is WORK SAMPLE TEST?

Work Sample Tests are designed to have high content validity through a close relationship with

the job.

Type of Tests- Work Sample

• Perform a few sample of work in test.

• Paper-pencil test. Kind of multipile choice options for certain situations.

• Oral communication skills

• Events observeable, job related behaviors.

• All components have high content validity

ADVANTAGES OF WORK SAMPLE TESTS

• High reliability • Work Sample tests use equipment that is

the same or substantially similar to the actual equipment used on the job

• Low adverse impact • Difficult for applicants to fake job

proficiency which helps to increase the relationship between score on the test and performance on the job

DIS ADVANTAGES OF WORK SAMPLE TESTS

• Costly to administer; often can only be administered to one applicant at a time.

• These tests have less ability to predict performance on jobs where tasks may take days or weeks to complete .

• less able to measure aptitudes of an applicant

What is an Assessment Centre?

Employer:

“An alternative selection tool which allows the employerto test candidates in a variety of different situations”

Attendee:

“The most terrifying experience of my life during which,rather unfortunately, I acted as if I was a somewhatdisturbed individual having a particularly bad day”

Content of an Assessment Centre

• In basket Test. Leaderless Discussion. Interviews. Oral Presentations

• Psychometric Testing

• Exercises

Intelligence is a term describing a property of the mind comprehending related abilities, such as the capacities for abstract thought, reasoning, planning, problem solving, speech, and learning.

Emotional intelligence is the innate potential to feel, use, communicate, recognize, remember,

describe, identify, learn from, manage, understand and maintain emotions.

Emotional Intelligence

Emotional Intelligence’s Dimensions

• Self-awareness (know how you feel)

• Self-management (manage your emotions and impulses)

• Self-motivation (can motivate yourself & persist)

• Empathy (sense & understand what others feel)

• Social Skills (can handle the emotions of others)

Emotional intelligence is the innate potential to feel, use, communicate, recognize, remember,

describe, identify, learn from, manage, understand and maintain emotions.

Emotional Intelligence

• Increase the predictive validity of the whole process;

• Be cost-effective;• Be practical;• Make sense to the selectors and candidates;• Be acceptable to the selectors, the manager and

candidates;• Be acceptable and transparent to existing staff and

key others;• Enable good quality feedback to be given to

candidates;• Begin the induction;• Inform the development plan;• Contribute to the organization's image as a

reputable employer; and • Contribute to the personal development of the

managers and others involved.

FACTORS AFFECTING CHOICE