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CHAPTER 7

CHAPTER 7. Foundations of Selection. CHAPTER 7 TOPICS:. 1: Selection process 2: Purpose of selection activities 3: Application forms 4: Performance simulation tests 5: Job interviews 6: Realistic job previews 7: Background investigations 8: Validity

kelly-mccarty
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CHAPTER 7

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  1. CHAPTER 7 Foundations of Selection DeCenzo and Robbins HRM 7th Edition

  2. CHAPTER 7 TOPICS: • 1: Selection process • 2: Purpose of selection activities • 3: Application forms • 4: Performance simulation tests • 5: Job interviews • 6: Realistic job previews • 7: Background investigations • 8: Validity • 9: Determining validity DeCenzo and Robbins HRM 7th Edition

  3. 1: SELECTION PROCESS • Standard pattern • Skip some steps • Inform applicants • Get more information • Background • Motivation • Abilities • Multiple decision makers DeCenzo and Robbins HRM 7th Edition

  4. 1: SELECTION PROCESS STEPS • 1. Initial screening interview • 2. Complete application form • 3. Employment tests • 4. Comprehensive interview • 5. Background investigation • 6. Conditional job offer • 7. Physical exam • 8. Permanent job offer DeCenzo and Robbins HRM 7th Edition

  5. 2: PURPOSE OF SELECTION ACTIVITIES • Needs careful planning and thought • Successively higher hurdles • Provide decision makers with information to determine that applicant will be a successful performer DeCenzo and Robbins HRM 7th Edition

  6. 3: STEP 1 - INITIAL SCREENING • Two parts • Screening applications • Screening interview • Result??? • Applicant pool • HRM can describe job • Identify salary range DeCenzo and Robbins HRM 7th Edition

  7. 3: INITIAL SCREENING • Applicants eliminated due to • Inappropriate skills, experience • Red flags • Gaps in employment history • Courses instead of degrees • Lots of brief jobs DeCenzo and Robbins HRM 7th Edition

  8. 3: STEP 2 - APPLICATION FORMS • Provides basic information • Must be work related • EEO requirement • Work history • Indicates ability to follow directions • Documents employment “at will” DeCenzo and Robbins HRM 7th Edition

  9. 3: APPLICATION FORMS • Signature on form • Grounds for later dismissal if falsified • Permission to check background and work history • Communicates employment “at will” DeCenzo and Robbins HRM 7th Edition

  10. 3: WEIGHTED APPLICATION FORMS • Differentiate between successful and unsuccessful job performers • Weighted” more heavily in hiring decision • Potential outcomes • Performance • Organization tenure DeCenzo and Robbins HRM 7th Edition

  11. 3: WEIGHTED APPLICATION FORMS • Possible weighted factors • Education • Prior work experience • Salary data • Military experience • Which ones to use??? DeCenzo and Robbins HRM 7th Edition

  12. 3: GOOD APPLICATION FORMS • Useful for a number of jobs • Good predictive ability • Legal • Validated for each job DeCenzo and Robbins HRM 7th Edition

  13. 4: STEP 3 - EMPLOYMENT TESTS • Historical uses - intelligence, aptitude, ability, honesty, interest • Legal issues caused decrease in use- job relatedness • 60% of companies use some form of employment test DeCenzo and Robbins HRM 7th Edition

  14. 4: TYPES OF EMPLOYMENT TESTS • Performance simulation tests • Engage in actual job behaviors • Avoid criticism about aptitude, psychological or other paper and pencil tests • Work sampling • Assessment centers DeCenzo and Robbins HRM 7th Edition

  15. 4: WORK SAMPLING • Based on job analysis • Work sample element matched to job performance element • Content validity EEOC • Difficult to construct appropriate actions • Not applicable to all levels (managers) DeCenzo and Robbins HRM 7th Edition

  16. 4: ASSESSMENT CENTERS • Manager potential • Group and individual exercises • Evaluated by peers, supervisors, psychologists • Good indicators of job performance potential DeCenzo and Robbins HRM 7th Edition

  17. 5: STEP 4 - JOB INTERVIEWS • Multiple people - HR managers, supervisors, colleagues • Probe areas not accessed by application forms or employment tests • Questions must be job related DeCenzo and Robbins HRM 7th Edition

  18. 5: INTERVIEW RELIABILITY • Types • Individual • Panel • Technical • Stress • Situational • Almost all jobs have the 1on1 aspect in selection • HOWEVER…. DeCenzo and Robbins HRM 7th Edition

  19. 5: INTERVIEWS ARE BIASED • Impression management • Interviewers have bad, inaccurate memories • When are decisions made??? First few minutes • SO….. DeCenzo and Robbins HRM 7th Edition

  20. 5: INFLUENCING AN INTERVIEW • Prior knowledge • Stereotype • Order of interviews is important • Order of information presented is important • Negatives get high weight • See Exhibit 7-3 • see page 199 more stuff here DeCenzo and Robbins HRM 7th Edition

  21. Exhibit 7-3: Conclusions About Interviewing DeCenzo and Robbins HRM 7th Edition

  22. 5: GOOD INTERVIEWERS • Take meaningful notes • Use structured interviews • Same questions • Same order • Are aware of their bias • Use multiple decision factors DeCenzo and Robbins HRM 7th Edition

  23. 6: REALISTIC JOB PREVIEWS • Reduce voluntary turnover • Present favorable and unfavorable job features • Part of interview • Create work expectations • Best use with good jobs DeCenzo and Robbins HRM 7th Edition

  24. 7: STEP 5 - BACKGROUND INVESTIGATIONS • Accuracy of application form • Contact former employers • Contact references • Verify education • Legal status to work • Credit history • Criminal records DeCenzo and Robbins HRM 7th Edition

  25. 7: BACKGROUND INVESTIGATION • Performed by • Internal - HR staff (cheaper) • External - Third party investigators - (more thorough) DeCenzo and Robbins HRM 7th Edition

  26. 7: BACKGROUND INVESTIGATION • Nearly half of all applicants exaggerate something • Qualified privilege legal • Documentation is important DeCenzo and Robbins HRM 7th Edition

  27. 7: STEP 6 - CONDITIONAL JOB OFFER • So far, so good • Usually made by HR • Depending on medical, drug, or other remaining tests DeCenzo and Robbins HRM 7th Edition

  28. 7: STEP 7 - PHYSICAL EXAM • Only used to identify people physically unable to perform jobs • ADA issues • Baseline for health insurance (after employment) • Drug testing DeCenzo and Robbins HRM 7th Edition

  29. 7: STEP 8 - PERMANENT JOB OFFER • Decision made by manager • Best able to decide • No one else to blame • Offer made by HR for administrative purposes • EEO compliance DeCenzo and Robbins HRM 7th Edition

  30. 7: COMPREHENSIVE APPROACH • All applicant put through all steps • Most people have strengths and weaknesses • Good candidates are not eliminated early DeCenzo and Robbins HRM 7th Edition

  31. 7: COMPREHENSIVE APPROACH • Expensive • Time • Money • People • ANY TECHNIQUE NEEDS TO STAND UP TO ALLEGATIONS OF DISCRIMINATORY PRACTICE DeCenzo and Robbins HRM 7th Edition

  32. 7: JOB CHOICE - THE CANDIDATE • Match job to personality • Attractiveness of company • Meet goals • Positive expectations • Treat those you don’t select well - image for later years and friends DeCenzo and Robbins HRM 7th Edition

  33. 7: SELF-MANAGED TEAMS SELECTION • STRENGTHS • Workers empowered to select potential coworkers • Two (many) heads are better than one! • AND…. DeCenzo and Robbins HRM 7th Edition

  34. 7: SELF-MANAGED TEAMS SELECTION • Commitment to new worker • Focus on • Technical skills • Personal traits (reliability, communication) DeCenzo and Robbins HRM 7th Edition

  35. 7: SELF-MANAGED TEAM SELECTION • WEAKNESSES • Legal issues • Interview techniques • Friction about decision made DeCenzo and Robbins HRM 7th Edition

  36. 8: GOOD PREDICTORS • Reliable - consistent (A yard is a yard with a yardstick) • Valid - meaningful, related to relevant criteria • (How about using eye color to determine course grades?) DeCenzo and Robbins HRM 7th Edition

  37. 8: VALIDITY • Content • What is measured is relevant • Typing test • Typing - good • Spelling - maybe not • Construct • Complex, abstract • SAT • College success??? DeCenzo and Robbins HRM 7th Edition

  38. 8: AND….MORE VALIDITY • Criterion-related (relevance to doing A Job) • Predictive • Test now for later performance • Concurrent • Test current employees employees • PREDICTIVE IS BETTER DeCenzo and Robbins HRM 7th Edition

  39. 9: DETERMINING VALIDITY • Correlation coefficient • Validity coefficient • Cut scores • Raise - better quality • Lower - more applicants • See Exhibit 7-6 DeCenzo and Robbins HRM 7th Edition

  40. Exhibit 7-6: Validity Correlation Analysis After Cut Score Is Raised DeCenzo and Robbins HRM 7th Edition

  41. 9: VALIDITY GENERALIZATION • Meta analysis • Useful for multiple jobs • Consistency • Efficiency DeCenzo and Robbins HRM 7th Edition

  42. 9: GLOBAL SELECTION ISSUES • Broader issues • Family • Culture • Personal (health) • American women……. DeCenzo and Robbins HRM 7th Edition

  43. QUICK: REVIEW CHAPTER 7 • ANSWER THESE QUESTIONS ON A SHEET OF PAPER. • 1. THE MOST IMPORTANT THING WE DID IN CLASS TODAY _______. • 2. I STILL HAVE QUESTIONS ABOUT_______. • 3. THE BEST THING IN CLASS TODAY WAS ____. • 4. DON’T D0 ____________ ANYMORE. • TURN IN YOUR PAPERS, PLEASE. NO NAMES. WE’LL TALK NEXT CLASS SESSION DeCenzo and Robbins HRM 7th Edition

  44. PREVIEW: CHAPTER 8 • Remember what you did the first day on a job? • What did you do on the first day of the job you have liked the best? • What did you do on the first day of the job you have liked the least? • Not enough experience on your own? Ask a friend or family member • Bring these with you to class next time. DeCenzo and Robbins HRM 7th Edition

  45. Exhibit 7-1: Selection Excellence at Toyota DeCenzo and Robbins HRM 7th Edition

  46. Exhibit 7-2: The Selection Process DeCenzo and Robbins HRM 7th Edition

  47. Exhibit 7-4: Immigration Reform and Control Act of 1986 DeCenzo and Robbins HRM 7th Edition

  48. Exhibit 7-5: Predictive v. Concurrent Validation DeCenzo and Robbins HRM 7th Edition

  49. Exhibit 7-7: Validity Correlation Analysis After Cut Score Is Lowered DeCenzo and Robbins HRM 7th Edition

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