Employee Testing, Interviewing and Selection PDF

Employee Testing, Interviewin and Selection Gary Dessler- Human Resource Management- Pearson Employee Recruitment and Selection: How to Hire the Right People. Thomas R. Maloney, Cornell University Personnel Selection  Personnel Selection Personnel Selecti...

Employee Testing, Interviewin and Selection Gary Dessler- Human Resource Management- Pearson Employee Recruitment and Selection: How to Hire the Right People. Thomas R. Maloney, Cornell University Personnel Selection  Personnel Selection Personnel Selection: the process through which organizations make decisions about who will or will not be allowed to join the organization. Selection begins with the candidates identified through recruitment. It attempts to reduce their number to the individuals best qualified to perform available jobs. It ends with the selected individuals placed in jobs with the organization. Organizations should create a selection process in support of its job requirements- resulted from job analysis. The selection process should be set up in a way that it lets the organization identify people who have the necessary KSACs- person –job fit & person- organization fit. Why Careful Selection is Important First, your own performance always depends on your subordinates. Second, it is important because it’s costly to recruit and hire employees. Time spent by employees equates to the costs of not being productive in their jobs. Person-job fit refers to identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. Then we must match the KSAs to the prospective employee’s knowledge, skills, abilities, and competencies. Person- Organization fit: compatibility between people & organizations that occurs when they share similar fundamental characteristics (values, needs, & interests) Steps in the Selection Process The selection devices that stimulate actual work behavior are the best predictors. They are: The application form Employment tests Interviews Background investigations Medical and physical examinations Copyright © 2017 Pearson 6-6 Education, Ltd. Application Form  Application Forms Application forms are a good way to quickly collect verifiable and fairly accurate historical data from the job candidate. It ensures that the organization has certain standard categories of information: – Contact information – Work experience – Educational background – Technical experience – Memberships in professional or trade  Using Application Forms Uses of Application Information Applicant’s Applicant’s Applicant’s Applicant’s education and progress and employment likelihood of experience growth stability success 9  Tests for employee selection, and how you would use them Employment Tests and Work Samples Physica l Ability Tests Cogniti Medical ve Examinati Ability on Tests Employmen Job Drug t Tests & Performan Tests Work ce Tests Samples Honest y Tests Work Sample s Personality Inventories Cognitive tests include testing general reasoning ability or intelligence. Intelligence tests are tests of general intellectual abilities. They measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability. There are also measures of specific cognitive abilities, such as deductive reasoning, verbal comprehension, memory, and numerical ability. You also might need to measure motor abilities, such as finger dexterity, manual dexterity, and reaction time. Interest inventories compare one’s interests with those of people in various occupations in order to predict how the applicants will fit in various positions. And, achievement tests measure what someone has learned- measure person’s existing skills & knowledge Personality tests Personality tests measure basic aspects of an applicant’s personality, such as introversion, stability, and motivation. Some of these tests are projective. The psychologist presents an ambiguous stimulus (like an inkblot or clouded picture) to the person. The person then reacts to it. Other personality tests are self-reported: applicants complete them themselves. An expert must analyze the test taker’s interpretations and make conclusions about his or her personality, moreover, some doubt exists as to whether self-reporting on a personality test can predict performance correctly.  Punctuate Organized communication Innovation / neuroticism Coping with stress Resilience Self regulation Work Sample Tests: Designed to have high content validity through a close relationship with the job. Work Sample tests are based on the premise that the best predictor of future behavior is observed behavior under similar situations. These tests require the examinee to perform tasks that are similar to those that are performed on the job. Advantages Disadvantages https://hr-guide.com/Selection/Work_Sample_Tests.htm costly to administer; high reliability since work although useful for jobs samples are a sample of the where tasks and duties can actual work performed on the be completed in a short job period of time, these tests low adverse impact have less ability to predict because of their relationship to performance on jobs where the job, these tests are tasks may take days or weeks to complete typically viewed more less able to measure favorable by examinees than aptitudes of an applicant aptitude or personality tests thus restricting the test to difficult for applicants to fake measuring ability to job proficiency which helps to perform the work sample increase the relationship and not more difficult tasks between score on the test and that may be encountered performance on the job on the job Work Sample tests use equipment that is the same or  Work samples and simulations Situational - require examinees to respond to situations found on the job. It is designed to measure a person’s judgment in work settings. The candidate is given a situation and a list of possible solutions to the problem. The candidate then has to make judgments about how to deal with the situation. A management assessment center is a 2- to 3-day simulation in which 10 to 12 candidates perform realistic management tasks such as making presentations. The behaviors of the candidates are observed by experts who appraise each candidate’s leadership potential. Most experts view assessment centers as effective for selecting management candidates. However, they are quite costly in terms of money and time. While perhaps no more valid than graphology, some firms still use the polygraph (or lie detector) for honesty testing, “human lie detectors.” These are experts who claim to be able to identify lying just by watching candidates. Graphology is the use of handwriting analysis to determine the writer’s basic personality traits. Graphology thus has some resemblance to projective personality tests, although graphology’s validity is highly suspect. Once the employer extends the person a job offer, a medical exam is often the next step in the selection process. In addition, many employers conduct drug screenings. There are several reasons for pre-employment medical exams: to verify that the applicant meets the job’s physical requirements, to discover any medical limitations you should consider in placement, and to establish a baseline for future workers’ compensation claims. Exams can also reduce absenteeism and accidents and detect communicable diseases Background Investigations Copyright © 2013 Pearson Education  Background Investigations One of the easiest ways to avoid hiring mistakes is to check the candidate’s background. Doing so is cheap and (if done right) useful. There are two main reasons to check backgrounds—to verify the applicant’s information and to uncover damaging information. Most employers at least try to verify an applicant’s position and salary with his or her current or former employer by phone. Others call the applicant’s current and previous supervisors for information. Copyright © 2013 Pearson Education Employers increasingly have developed policies against releasing information about former employees other than dates of employment and job titles. However, it is still important to make a sincere attempt to get reference information. Like the interview, it is good to have a list of questions to ask a candidate’s former employers. Example questions include: How long did you work with this person? What were his/her responsibilities? What strengths did he/she bring to the job? What skills does this person need to work on? Would you hire this person again? Organizations may use social networks, and ask for bank statements beside the official police records investigations in order to check the history of the candidates.  Background Investigation Intended to verify that the information on the application form is correct and accurate. Internal investigation Questioning former employers and degrees External investigation Military and police records Social media Credit rating organizations Medical exams -Physical Exams- Substance Abuse Screening & Drug Testing Legal Issues There are several reasons for pre-employment medical exams: to verify that the applicant meets the job’s physical requirements, to discover any medical limitations, you should consider in placement, and to establish a baseline for future workers’ compensation claims. Exams can also reduce absenteeism and accidents and detect communicable diseases Copyright © 2017 Pearson 6-22 Education, Ltd. Copyright © 2013 Pearson Education Chapter 6-23 7- The Realistic Job Preview(RJP) Realistic job preview conveys both favorable and unfavorable conditions about the job to prospective candidates It’s designed to reduce voluntary turnover (resignations) and its associated costs by accurately portraying the job.  Realistic Job Previews – Being explicit about work schedules, preferences, and other job standards at the point of interview can help reduce turnover later. Realistic Job Previews Many individuals know little about companies before applying for employment. Consequently, when deciding whether to accept a job, they pay particularly close attention to the information received during the selection process, including compensation data, work characteristics, job location, and promotion opportunities. Unfortunately, some employers make jobs appear better than they really are. Realistic job previews provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation.