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Employee Testing and Selection

Chapter 6. Part 2 | Recruitment and Placement. Employee Testing and Selection. After studying this chapter, you should be able to:. Explain what is meant by reliability and validity. Explain how you would go about validating a test. Cite and illustrate our testing guidelines.

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Employee Testing and Selection

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  1. Chapter 6 Part 2 | Recruitment and Placement Employee Testing and Selection © 2008 Prentice Hall, Inc. All rights reserved.

  2. After studying this chapter, you should be able to: • Explain what is meant by reliability and validity. • Explain how you would go about validating a test. • Cite and illustrate our testing guidelines. • Give examples of some of the ethical and legal considerations in testing. • List eight tests you could use for employee selection, and how you would use them. • Explain the key points to remember in conducting background investigations. © 2008 Prentice Hall, Inc. All rights reserved.

  3. The Importance of Selecting the Right Employees Organizational Performance Costs of Recruiting and Hiring Legal Obligations and Liability Why Careful Selection is Important © 2008 Prentice Hall, Inc. All rights reserved.

  4. Test Validity Criterion Validity Content Validity Face Validity Types of Validity © 2008 Prentice Hall, Inc. All rights reserved.

  5. What Tests Measure Cognitive (Mental) Abilities Motor and Physical Abilities Personality and Interests Achievement Types of Tests © 2008 Prentice Hall, Inc. All rights reserved.

  6. Extraversion Conscientiousness Emotional Stability/Neuroticism Openness to Experience Agreeableness The “Big Five” © 2008 Prentice Hall, Inc. All rights reserved.

  7. Measuring Work Performance Directly Work Samples Management Assessment Centers Video-Based Situational Testing Miniature Job Training and Evaluation Work Samples and Simulations © 2008 Prentice Hall, Inc. All rights reserved.

  8. Former Employers Current Supervisors Sources of Information Commercial Credit Rating Companies Written References Social Networking Sites Background Investigations and Reference Checks (cont’d) © 2008 Prentice Hall, Inc. All rights reserved.

  9. Legal Issues: Defamation Background Investigations and Reference Checks Employer Guidelines Legal Issues: Privacy Supervisor Reluctance Limitations on Background Investigations and Reference Checks © 2008 Prentice Hall, Inc. All rights reserved.

  10. Safety: Impairment vs. Presence Americans with Disabilities Act RecreationalUse vs. Addiction Ethical and Legal Issues Intrusiveness of Procedures Drug Free Workplace Act of 1988 Accuracy of Tests Substance Abuse Screening (cont’d) © 2008 Prentice Hall, Inc. All rights reserved.

  11. Benefits of Applicant Tracking Systems “Knock out” applicants who do not meet job requirements Allow employers to extensively test and screen applicants online Can match “hidden talents” of applicants to available openings Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems © 2008 Prentice Hall, Inc. All rights reserved.

  12. negligent hiring reliability test validity criterion validity content validity expectancy chart interest inventory work samples work sampling technique management assessment center situational test video-based simulation miniature job training and evaluation K E Y T E R M S © 2008 Prentice Hall, Inc. All rights reserved.

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