Chapter #5…….Selection and Testing
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Transcript Chapter #5…….Selection and Testing
Chapter #6…….Selection and
Testing
Why careful Selection?
Your performance depends upon the
strength of your team members
Cost $112,000 /position filled
Legal implications
EEO laws
Negligent hiring
EEO Laws apply to all selection
devices
Interviews
Applications
References
Background checks
Negligent Hiring and Retention
18.7% have lied about their criminal record
14.8% lied about their workers’ comp
29.6% Misrepresent their education
25% Misrepresent employment history
33% will steal from er this year
30% of all small business failures due to ee theft
Annual cost of theft and fraud is 4 billion
53% of applications contain falsehoods
23% have wrong SSI numbers
71% of all drug abusers have jobs
Workplace violence costs over 36 billion yearly this in an increase of 850%
In the last five years
How to eliminate negligent hiring
Recruitment
Job analysis
Know job and job specs
Do not exaggerate jobs
Show job descriptions to applicants
Turnover costs
Discipline costs
Disruption
Lost customers
Training
Lost productivity and reduced morale
Validity
Test validity
Criterion validity
Tests scores predict job performance
Content validity
Tests contain a sample of the skills needed on job
Testing conditions should resemble the real job.
Look #128 How do you interpret this picture>
Reliability
The consistency of scores
Test retest reliability
Equivalent form estimate
GRE, SAT is an example
Internal consistency
To measure a persons abilities by several different
measures or questions.
How do you validate a Test?
Analyze the job
Choose the Tests
Administer the test
Relate your test scores to the criterion. (job
performance)
Expectancy charts #131
Shows relationship between the test scores and job
performance.
Expectancy Charts #131
CROSS VALIDATE AND REVALIDATE
Try it out a few times.
Types of Testing procedures
Computer-interactive testing.
Intelligence testing
Specific Cognitive Abilities
Stanford Binet, Wechsler, Nonverbal intelligence
Mechanical Reasoning Test
Physical and Motor Abilities
Crawford Small Part Dexterity Tests
Minnesota Manipulation Tests
Personality and Interest Tests
MBTI
Tests cont
Work Sample Tests
Management assessment centers
Actual jobs tasks (welding)
Applicants are put in hypothetical situations
Video-Based Situational Testing
Miniature Job Training and Evaluation Approach
Train and then evaluate performance after training
Tests
Brainbench.com
Wonderlich.com
Stanford-Binet .com
Wechsler.com
Document, document, document
Your best defense
All paperwork
Make sure all forms are complete or do not
accept them
Do applicants have too many excuses?
Crosscheck all information on application with
resume.
Get release forms signed
1-9 forms IRCA
Substance abuse release
Searches
Social Security Report
Criminal Records
Reveals felonies and misdemeanors
County, State and Federal History
Social Security Number
National Warrants
Civil records
Credit Reports
Motor Vehicle Report
Education Verification
Prior employment
Military records
Professional License verification
Worker’s comp (post hiring/ADA)
Medicaid Sanctions
Child or elder care abuse
Should You Use A Service?
OK but Be Careful
ADA prohibits delving into disabilities
Asking about comp claims
Theft
Theftnet..has names of workers who have signed
admissions that they stole
Only use information that is job related
Keep it confidential an up to date
Never authorize an unreasonable investigation.
How to find a employment
screening provider
www.workforce.com to look at a list of
screening companies
www.publicrecordsources.com more
leading screening companies
www.uwex.edu/ces/cced/publicat/turn.html
How to calculate turnover costs
The Issue of Privacy
The federal Privacy
Act gives federal ees
the right to inspect
their files and limits
the disclosure of
personnel information
without employee’s
consent.
Need to know rule
Defamation
15% - 20% of
applicants try to hide
something
Fair Credit and
Reporting Act 1970
You can see reports
You are given time to
check.
You can sue for
defamation
Background Investigations
95% US Corps do checks
Driving record
Criminal charges
Credit worthiness
Law suits
Education history
Past employment
Neighbors, coworkers
Giving References?
Know the law.
Privacy Act of 1974
Fair Credit Reporting
Act l970
Family Education
Rights and Privacy
Act
Freedom of
Information ACt
You must report dangerous
behavior
Laws say you have a
right to know your
information
Don’t volunteer
anything
Dates of employment
Eligibility for rehire
Salary history
What works
Insert release statements in applications
Rely on telephone checks more than
written ones
Look for red flags when checking
Hesitations
Ask references for other references
Ask open ended questions
Polygraph and Honesty Testing
Not permitted unless
FBI, national defense, security personnel,
people having drug access.
Tests now used
Ask blunt questions,than listen and observe body
language
Phase II Profile tests (paper and pencil)
California Psychological
Employment Inventory
Have been validated
More Tests
Graphology
Physical
Examinations
Only after hired
To establish baseline
of ees health
Insurance
Substance Abuse Screening
Test before formally
hired
Random Testing
After accidents
With reasonable
doubt
OK Law
$500.00 loss