April 29 Ch 5

Transcript April 29 Ch 5

Chapter 5

Employee Testing and Selection Instructor presentation questions: [email protected]

What You Should Be Able to Do (Cont.)

 Describe the overall selection process  List the ethical and legal issues in testing  Explain how you would go about validating a test  List eight tests you could use for employee selection, and how you would use them

What You Should Be Able to Do (Cont.)

   Cite and illustrate our testing guidelines Explain what an assessment center is Explain the key points to remember in conducting background investigations

Employee Testing and Selection

Employee testing and selection is the use of various tools and techniques to select the best candidates for the job. These tools cover the selection process, basic testing techniques, background and reference checks, ethical and legal questions in testing, types of tests, and work samples and simulations.

Why Careful Selection Is Important

 HR manager’s performance depends on the performance of subordinates  The cost to recruit and hire is high  Legal implications of incompetent hiring are costly and can result in negligent hiring litigation

How to Avoid Litigation

 Carefully scrutinize  Get written okay  Save records  Reject applicants  Balance privacy rights with ‘need to know’  Take immediate action

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Testing Concepts 101

 Test validity checks whether or not a test measures what it is supposed to measure  Criterion  Content Both test validity  Test reliability = a test’s consistency or accuracy  Validity selection and reliability aid in effective applicant

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Test Validity

 A typing test corresponds to an on-the job behavior  Thematic apperception test asks a person to interpret a picture (like that shown below)

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Test Reliability

 Does the same test given to the same person result in the same test outcome?

 Retest estimate  Equivalent form estimate e.g. SAT  Internal consistency or comparison estimate

Causes of Test Unreliability

 Questions may do poor job of sampling the material  Changes in testing condition may cause errors  More causes listed in the internet appendix

How to Validate a Test

1 Analyze job & write description 2 Choose the tests Administer 3 tests 4 Relate scores & criteria 5 Cross-validate & revalidate

Analyze Job & Write Job Description

   Determine and specify predictors or requirements necessary for successful performance Define what you mean by success on the job Write the job description and job specification

Choose the Tests

 Choose tests that measure attributes needed for success and combine into a test battery that measures an array of possible predictors such as aggressiveness, extroversion and numerical ability

Choose the Tests

Available tests include :  Psychological   Intellectual Technical  Aptitude  Interest inventories  Reliability inventories  Clerical skills test   Telemarketing ability tests Service ability tests  Management aptitude test  Team skills test  Sales ability test Visit Applied Assessments

Give the Tests

Two formats Concurrent validation   Give tests to employees Compare scores with current performance Predictive validation  Test applicant before hiring  Use alternate selection technique to hire  Compare real performance with test results – determines suitability of test

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Relate Test Scores and Criteria

 Does a statistical relationship exist between the test scores and job performance?

Top 20% Next 20% Middle 20% Next 20% Bottom 20% 0 50 100 Percent chances to be a "High Performer" Expectancy Chart

5-17 High job performance Low job performance Low Test Score High Test Score

High Positive Correlation of Selection Test Scores and Performance on Job

5-18 High job performance Low job performance Low Test Score High Test Score

Low Positive Correlation of Selection Test Scores and Performance on Job

5-19 High job performance Low job performance Low Test Score High Test Score

High Negative Correlation of Selection Test Scores and Performance on Job

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Cross-validate and Revalidate

 To cross-validate, perform Steps 3 and 4 on a new sample of employees  An expert should revalidate the test periodically  To demonstrate content validity:  Do a careful job analysis that identifies the work behavior required  Combine samples of these behaviors into a test

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Multiple Cutoff Procedure

High Performance B C A Predictor 1 C A A C B Predictor 2 Predictor 3 B Weighted Composite Procedure A C B Predictor 1 + 2 + 3

EEO Aspect of Testing

 Validity tests must meet Equal Employment Opportunity Laws in two key ways   Your tests are related to success or failure on the job (validity) Your tests don’t unfairly discriminate against minority or non-minority subgroups

Guidelines for a Testing Program

 Use tests as supplements  Validate tests with your own organization  Analyze all your current hiring and promotion standards  Keep accurate records  Use a certified psychologist  Manage test conditions

Test Takers Individual Rights

 Confidentiality  Informed consent  Expect that only qualified people will interpret and have access to test results  Expect the test is fair to all – no one has answers in advance

Perceived Fairness to Test Takers

 Follow good test practices – a quiet, monitored test room  The “obviousness” of the line between the selection procedure and the job

Graphology Honesty & Personality Written Ability Biographical Information Interviews & Work Sample

Unfair Neutral Favorable Fair

Privacy and the Law



Supreme court decisions

protect us from intrusive government action by setting limits on disclosure of personal information 

Common law of torts

precludes disclosure of personal information outside the company  Some states recognize common law as it applies to invasion of privacy

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Guidelines for Privacy

 Train your supervisors regarding the importance of employee confidentiality  Adopt a “need to know” policy  If you know your firm can’t keep information confidential, you may limit your liability by disclosing that fact before testing

Using Tests at Work

Are you prone to accidents at work?

This test helps you rate your chances

Computerized Testing

Visit Their tests reduce costs and raise quality

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Types of Tests

 Cognitive  Intelligence quotient  Specific cognitive abilities or aptitude  Motor and physical ability  Dexterity Which shape has the greatest area?

Smoothest ride?

A, B, or C?

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Types of Tests

 Personality and interests  Interest inventories  Achievement What is ‘tolerance’?

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Types of Tests



Wonderlic

personal characteristics inventory measures general mental ability 

Predictive Index

measures work-related personality traits, drives, and behaviors 

Projective techniques

like MAPS, HTP, and Forer Structured Sentence Completion

Even More About Tests!

 Effectiveness  The “Big Five”  Interest Inventories  Achievement Tests

Smart or Personable

  Both personality and intelligence drive careers When defining career success in terms of

intrinsic

and

extrinsic success

, conscientiousness predicted both  Neuroticism negatively predicted extrinsic success  Intelligence positively predicted extrinsic career success

Work Sampling for Employee Selection

 Work samples tasks measure actual on-the-job  Work sampling technique measure how one performs some of the job’s basic tasks  Benefits include fairness to minorities, accuracy, no invasion of privacy and better predictor of performance

Management Assessment Centers

 A

management assessment center

is a two to three-day simulation in which 10 to 12 candidates perform realistic management tasks (like making presentations) under the observation of experts who appraise each candidate’s leadership potential

Typical MAC Exercises

 The In-basket  Leaderless group discussion  Management games  Individual presentations  Objective tests  The interview

Video Based Situational Tests

 Presents candidate with several scenarios Well, I’m glad you’re here.

Oh? Why is that?

Look at this place, that’s why! I take a day off and come back to find this mess.

But I didn’t work late last night.

Maybe not but this has happened before.

Video Based Situational Tests

 If you were this associate what would you do?

a. Let the other associates responsible for the mess know that you had to take the heat.

b. Straighten up the department, and try to reason with the manager later.

c. Suggest to the manager that he talk to the other associates who made the mess.

d. Take it up with the manager’s boss.

e. Quit!

Other Selection Techniques



Background investigations

are effective because they verify factual information and may uncover criminal records 

Reference checking

is harder as several federal laws give rejected applicant rights to know the information which might result in litigation

Reference Check Form

Reference Check Form (Cont.)

Giving and Getting References

 Giving references: know the law  Common law  Defamation  Making background checks more useful

Pre-employment Information Services

 Services store and search databases to delve into candidate criminal, driving, work, and credit histories  Various EEO laws discourage or prohibit their use in candidate screening  Non-EEO laws restrict their use

Guidelines for Using Background Information Checks

  Check all applicable state laws Review the impact of federal equal employment laws   Remember the Federal Fair Credit Reporting Act Do not obtain information that you’re not going to use

Guidelines for Using Background Information Checks

 Remember that using arrest information will be highly suspect     Avoid blanket policies Use information that is specific and job related Keep information confidential and up to date Never authorize an unreasonable investigation

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Honesty Testing

 The polygraph can no longer be used routinely  Paper and pencil honesty tests are widely used to find personality flaws  Research shows that honesty testing can spot problems

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What’s an Employer to Do?

    Ask blunt questions Be good listeners Do a credit check    Check all personal and employment references Use paper & pencil honesty as well as psych tests Test for drugs Establish a search and seizure policy

Hand Writing Tests

 Graphology may not be used as a screening test as it is not reliable

Physical Exams

 Once hired, a physical examination is the next step in the selection process  Used to verify applicant meets physical demands of the job  Establish a baseline for future insurance claims   Reduce absenteeism and accidents Must be careful not to violate ADA laws

Substance Abuse Screening

 Many employers use drug testing although it is not always reliable and can be ‘fooled’   May raise ethical issues May not be legal in some cases as it violates right to privacy  A positive test leads to termination or a refusal to hire

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High Performance Insight

The problem:

High turnover Franciscan Health System operates skilled nursing care facilities in Ohio. It faced several problems, including high turnover of 146%/year.

Their solution:

Cut turnover to 71%/year They devised a nursing assistant test battery consisting of three tests: • An employment inventory • A personality survey • A job preferences inventory

City Garage Strategic HR

 Rapidly growing city garage needed a better process than an application form and short interview   Employee selection was haphazard with some managers being better at hiring than others Selected Thomson International’s Personality Profile Analysis program as a third step in their hiring process

Complying With Immigration Law

    Hire only citizens & aliens lawfully authorized Advise new job applicants of your policy Complete & sign the verification form I-9   Examine documentation presented by new employees Retain the form Present the form for inspection by INS or DOL officers

Summary of Chapter 5

 Testing for screening and job candidate selection  Test validity (including criterion and content)  Reliability or consistency of tests  The many types of personnel tests

Summary of Chapter 5 (Cont.)

      The 5 steps to make a selection test useful EEO laws regarding tests and some basic test guidelines Work sampling selection techniques Management Assessment Centers And background and reference checks Whew!