Interview Techniques and Testing Practices

Chapter 6: Employee Testing and Selection

• This chapter explains how to use various tools to select the best candidates for a job.
• Key topics include: selection process, basic testing techniques, background and reference checks, ethical and legal aspects of testing, different test types, and work samples/simulations.

Learning Outcomes

• Explain reliability and validity.
• Explain the process of validating a test.
• Understand testing guidelines.
• Identify ethical and legal considerations in testing.
• List and describe eight employment selection tests and their usage.
• Provide examples of work sample/simulation tests.
• Detail important points for background investigations.

Why Careful Selection is Important

• Selection of the right employees is crucial for organizational performance and profitability.
• Careful selection reduces costs associated with recruitment and hiring.
• Important to avoid legal obligations and liabilities.

Basic Testing Concepts

• Reliability: Consistency of scores from the same person when retested. Are tests results stable over time?
• Validity: Whether a test measures what it's supposed to. Does the test measure what's intended?

Types of Validity

• Criterion validity: If those performing well on the test also perform well on the job.
• Content validity: The test provides a fair sample of the job's content. This involves identifying critical tasks and randomly selecting a sample for testing.

Evidence-Based HR: How to Validate a Test

• Steps include: analyze the job (predictors and criteria), choose the tests (battery or single test), administer the test (concurrent or predictive validation), relate test scores and criteria (scores versus actual performance), cross-validate and revalidate (repeat steps with different samples).

Testing Program Guidelines

• Use tests as supplementary tools.
• Validate tests.
• Monitor testing/selection programs.
• Maintain accurate records.
• Utilize certified psychologists.
• Manage test conditions.
• Revalidate tests periodically.

Test Takers' Rights

• Test takers have the right to confidentiality of test results.
• Test takers have the right to informed consent.
• Test takers expect that only qualified individuals interpret scores and sufficient information accompanies test results.
• Test takers expect fair tests.

Legal Privacy Issues: Avoiding Employee Defamation Suits

• Train supervisors on employee confidentiality.
• Implement a "need to know" policy.
• Communicate procedures impacting confidential information to employees.

How Do Employers Use Tests at Work?

• Major types of tests: Basic skills, job skills, psychological tests.
• Why use testing? Increased work demands, screening out bad employees, reducing turnover.

Honesty Testing Programs

• Antitheft screening: Ask direct questions, listen actively, conduct credit checks, verify employment history, use written and psychological tests, drug tests, implement search and seizure policies.

Physical Examinations

• Verify physical requirements.
• Identify potential medical limitations.
• Establish health records.
• Reduce absenteeism and accidents.
• Detect unknown communicable illnesses.

Substance Abuse Screening

• Types of screening: Pre-employment, post-accident, suspected abuse, random/periodic.
• Testing types: Urine analysis, hair follicle testing.

Improving Productivity Through HRIS (ATS)

• Benefits of applicant tracking: Identify unqualified candidates (screening), match hidden talents with openings.
• Automated systems streamline processes and assist in identifying candidates.

Chapter 7: Interviewing Candidates

• This chapter focuses on various interview types and techniques for candidate selection.

Basic Types of Interviews

• Selection interview: Primary goal is candidate selection.
• Appraisal interview: Evaluation to assess employee performance.
• Exit interview: Gather feedback from departing employees.

Selection Interview Structure

• Interview structure: Outline of the interview questions and process.
• Interview content: Specific questions to ask.
• Interview administration: How the interview is carried out.

Selection Interview Formats

• Structured (directive) interview: Predetermined questions and standardized procedure to reduce bias.
• Unstructured (nondirective) interview: Free-flowing format, open-ended questions.

EEOC (Aspects of Interviews)

• Use objective/job related questions.
• Standardize the interview administration.
• Use multiple interviewers.

Interview Content: Types of Questions

• Situational interview: Hypothetical work scenarios.
• Behavioral interview: Past actions and behaviors.
• Job-related interview: Questions directly related to the job requirements.
• Stress interview: Evaluate how applicants respond under pressure.

Administering the Interview

• Methods of conducting interviews: Structured sequential, mass, computerized, panel, and phone/video.

Making the Interview Useful

• Structure the interview for validity.
• Choose appropriate traits for assessment.
• Avoid common interviewing errors.

What Can Undermine An Interview's Usefulness?

• First impressions and stereotypes.
• Interviewer misunderstanding of the job.
• Contrast error and pressure to hire.
• Nonverbal cues and impression management.
• Applicant's personal characteristics.
• Interviewer's inadvertent biases.

How to Design and Conduct An Effective Interview

• Analyze the job.
• Rate job duties.
• Develop interview questions.
• Establish benchmark answers.
• Appoint an interview panel and conduct interviews.

How to Conduct a More Effective Interview

• Know the job, structure the interview, get organized, establish rapport, ask questions, take notes, end the interview effectively, and review the interview.

Creating Effective Interview Structures

• Questions based on job duties.
• Use consistent criteria for a fair assessment of candidates.
• Apply descriptive rating scales for answers.
• Employ standardized interview forms.

Interview Questions (Figure 7-5)

• Includes examples (situational, past behavior, background, job knowledge).

Using a Streamlined Interview Process

• Prepare for the interview (knowledge, motivation, personality, and intellectual skills).
• Formulate interview questions related to those skills.
• Conduct the interview following prepared steps and processes.
• Match the candidate's skills to the job requirements.

Interview Evaluation Form (Figure 7-4)

• Standardized template for evaluating candidates, based on different criteria (knowledge, experience, communication, interest, motivation, poise, and understanding).

Explore essential interview techniques and testing practices designed to promote fairness and objectivity in hiring processes. This quiz covers various interview formats, the role of testing, and key policies that employers should implement to avoid discrimination and legal issues. Test your knowledge on how to effectively assess candidates and maintain compliance with best practices.