Judge10e_ch08_ACCESS.pdf

Staffing Organizations Chapter 8: External Selection I Because learning changes everything. ® Copyright 2022 © McGraw Hill LLC. All rights reserved. No reprod...

Staffing Organizations Chapter 8: External Selection I Because learning changes everything. ® Copyright 2022 © McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.  Learning Objectives for Chapter 8 Understand how the logic of prediction guides the selection process. Review the nature of predictors—how selection measures differ. Understand the process involved in developing a selection plan, and the selection sequence. Learn about initial assessment methods and understand how these methods are optimally used in organizations. Evaluate the relative effectiveness of initial assessment methods to determine which work best, and why. Review the legal issues involved in the use of initial assessment methods, and understand how legal problems can be avoided. © McGraw Hill LLC  External Selection I 1 Preliminary Issues © McGraw Hill LLC  Logic of Prediction: Past Performance Predicts Future Performance Access the text alternative for slide images. © McGraw Hill LLC  Nature of Predictors Content Sign: An aspect of a person thought to relate to performance on the job (e.g., personality). Sample: Observation of a person in job-relevant behavior. Criterion: Actual measure of prior performance. Form Speed vs. power: How many versus what level. Paper / pencil vs. performance: Test in writing or in behavior. Objective vs. essay: Much like multiple-choice vs. essay course exam questions. Oral vs. written vs. computer: How data are obtained. © McGraw Hill LLC  Steps in Development of the Selection Plan Develop list of KSAOs required for job KSAOs are provided by job requirements matrix. For each KSAO, decide if it needs to be assessed in the selection process Determine method(s) of assessment to be used for each KSAO © McGraw Hill LLC  Applicant Methods By Applicant Flow Stage Initial assessment methods Minimize the costs associated with substantive assessment methods by reducing the number of people assessed. Substantive assessment methods Used to make more precise decisions about candidates. More involved than initial assessment methods. Access the text alternative for slide images. © McGraw Hill LLC  Discussion Questions 1 A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. What are the three steps to follow in establishing a selection plan? © McGraw Hill LLC  External Selection I 2 Initial Assessment Methods © McGraw Hill LLC  Resumes and Cover Letters Information provided is controlled by applicant Information needs to be verified by other predictors to ensure accuracy and completeness. Major issues Large number received by organizations. Falsification and misrepresentation of information. Lack of research exists related to Validity or reliability. Costs. Adverse impact. © McGraw Hill LLC  Overview of Application Blanks Areas covered Educational experience. Training. Job experience. Key advantage – Organization dictates information provided Major issue – Information requested should Be critical to job success and Reflect KSAOs relevant to job. © McGraw Hill LLC  Application Blanks Areas of special interest Educational requirements. Level of education. GPA. Quality of school. Major field of study. Extracurricular activities. Training and experience requirements. Licensing, certification, and job knowledge. Weighted application blanks are better Unweighted correlation with performance from.10 to.20. Weighted correlations are substantially higher. © McGraw Hill LLC  Sample Application for Employment Access the text alternative for slide images. © McGraw Hill LLC  Biographical Information/Biodata Personal history information of applicant’s background and interests “Best predictor of future behavior is past behavior”. Past behaviors may reflect ability or motivation. Test-retest reliability can be high:.60 to.90 Predictive validity moderate: r =.26 to.32 Issues Generalizability beyond first group? Although predictive validity exists, it is not clear what these inventories assess. Falsification can be a big problem. Managers and applicants do not like biodata items. © McGraw Hill LLC  Examples of Biodata Items 1. In college, my grade point average was: a) I did not go to college or completed less than two years b) Less than 2.50 c) 2.50 to 3.00 d) 3.00 to 3.50 e) 3.50 to 4.00 2. In the past five years, the number of different jobs I have held is: a) More than five b) Three-five c) Two d) One e) None 3. The kind of supervision I like best is: a) Very close supervision b) Fairly close supervision c) Moderate supervision d) Minimal supervision e) No supervision 4. When you are angry, which of the following behaviors most often describes your reaction: a) Reflect on the situation for a bit b) Talk to a friend or spouse c) Exercise or take a walk d) Physically release the anger on something e) Just try to forget about it © McGraw Hill LLC Biodata compared with background checks  Reference Reports: Letters of Recommendation Problems Inability to discern more-qualified from less-qualified applicants. Lack of standardization. Suggestions to improve credibility Use a structured form. Use a standardized scoring key. © McGraw Hill LLC  Reference Reports: Reference Checks Approach involves verifying applicant’s background via contact with Prior immediate supervisor(s) or HR department of current of previous companies. Surveys suggest 95% of companies conduct reference checks Problems Same as problems with letters of recommendation. Reluctance of companies to provide requested information due to legal concerns. © McGraw Hill LLC  Reference Reports: Background Testing Method involves assessing reliability of applicants’ behavior, integrity, and personal adjustment Type of information requested Criminal history. Credit information. Educational history. Employment verification. Driver license histories. Key issues Limited validity evidence. Legal constraints on pre-employment inquiries. “Ban-the-box”. © McGraw Hill LLC  Evaluation of Reference Reports Predictive validity limited: r =.16 to.26 Validity depends on source providing information HR department, coworker, or relative. Supervisors. What sources do you think work best? Cost vs. benefit of approach must be considered © McGraw Hill LLC  Initial Interview Characteristics Begins process of necessary differentiation. Purpose – Screen out most obvious cases of person / job mismatches. Limitation – Most expensive method of initial assessment. Video and computer interviews Offers cost savings. © McGraw Hill LLC  Evaluation of Initial Interview Minimal evidence exists regarding usefulness (much more evidence on substantive interviews) Guidelines to enhance usefulness Ask questions assessing most basic KSAOs. Stick to basic, fundamental questions suitable for making rough cuts rather than subjective questions. Keep interviews brief. Ask same questions of all applicants. © McGraw Hill LLC  Choice of Initial Assessment Methods Applicant Disparate Predictor Use Cost Reliability Validity Utility Reactions Impact Résumé and cover letter High Low Low Low ? Positive Moderate Level of education High Low Moderate Low Low ? High Grade point average Low Low Moderate Moderate ? ? High Quality of school ? Low ? Low ? ? ? Major field of study ? Low Moderate ? ? ? Low Extracurricular activity ? Low ? Moderate ? ? Low Training and experience High Low High Low Low ? Moderate Licensing and certification Moderate Low Moderate Moderate ? ? ? Weighted application blanks Moderate Moderate Moderate Moderate High Mixed ? Biographical data Low Moderate High Moderate High Mixed Moderate Letters of recommendation Low Low Low Low ? ? Low Reference check High Moderate Low Moderate Moderate Mixed Low Background check Low High ? High ? Negative Moderate Initial interview High High Low ? ? Positive Moderate © McGraw Hill LLC  Discussion Questions 2 In what ways are the following three initial assessment methods similar and in what ways are they different: application blanks, biographical information, and reference and background checks? Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others? Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why? © McGraw Hill LLC  External Selection I 3 Legal Issues © McGraw Hill LLC  Legal Issues Disclaimers - Organization clearly identifies rights it wants to maintain employment-at-will, verification consent, and provides false statement warning Reference checks Social media screening Background checks Credit—concerns about applicability and disparate impact. Criminal—concerns about applicability and disparate impact. Pre-employment inquiries © McGraw Hill LLC  Bona Fide Occupational Qualifications Discrimination based on sex, religion, or national origin, but not race or color, is permitted if it can be shown to be a BFOQ “reasonably necessary to the normal operation” of the business Employer justifications Inability to perform. Same-sex personal contact. Customer preference. Pregnancy or fertility. © McGraw Hill LLC  Discussion Questions 3 How can organizations avoid legal difficulties in the use of pre-employment inquiries in initial selection decisions? © McGraw Hill LLC  Ethical Issues in Staffing Issue 1 Is it wrong to “pad” one’s résumé with information that, while not an outright lie, is an enhancement? For example, would it be wrong to term one’s job “maintenance coordinator” when in fact one simply emptied garbage cans? Issue 2 Do you think employer have a right to check into applicants’ backgrounds? Even if there is no suspicion of misbehavior? Even if the job poses no security or sensitive risks? Even if the background check includes driving offenses and credit histories? © McGraw Hill LLC  Because learning changes everything. ® www.mheducation.com Copyright 2022 © McGraw Hill LLC. All rights reserved. No reproduction or distribution without the prior written consent of McGraw Hill LLC.