Chapter 7 Foundations of Selection

1. Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins Chapter 7 Foundations of Selection Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

2. The Selection Process The selection process typically consists of eight steps: • initial screening interview • completion of the application form • employment tests • comprehensive interview • background investigation • conditional job offer • medical/physical exam • permanent job offer Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. The Selection Process Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4. The Selection Process • Initial Screening • Involves screening of inquiries and screening interviews. • Job description information is shared along with a salary range. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. The Selection Process Completing the Application Form: Key Issues • Gives a job-performance-related synopsis of what applicants have been doing, their skills and accomplishments. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. The Selection Process Completing the Application Form: Key Issues • Legal considerations • Omit items which are not job-related; e.g., sex, religion, age, national origin, race, color, and disability. • Includes statement giving employer the right to dismiss an employee for falsifying information. • Asks for permission to check work references. • Typically includes “employment-at-will” statement. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. The Selection Process • Weighted application forms • Individual items of information are validated against performance and turnover measures and given appropriate weights. • Data must be collected for each job to determine how well a particular item (e.g., years of schooling, tenure on last job) predicts success on target job. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. The Selection Process Completing the Application Form: Key Issues • Successful applications • Information collected on application forms can be highly predictive of successful job performance. • Forms must be validated and continuously reviewed and updated. • Data should be verified through background investigations. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. The Selection Process Employment Tests • Estimates say 60% of all organizations use some type of employment tests. • Performance simulation tests: requires the applicant to engage in specific job behaviors necessary for doing the job successfully. • Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. The Selection Process Employment Tests • Assessment centers: A series of tests and exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills. • Testing in a global arena: Selection practices must be adapted to cultures and regulations of host country. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

11. Comprehensive Interviews: Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests. They are a universal selection tool. The Selection Process Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. The Selection Process Comprehensive Interviews: • Interview Effectiveness • Interviews are the most widely used selection tool. • Often are expensive, inefficient, and not job-related. • Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. The Selection Process Comprehensive Interviews: • Interview Effectiveness • Impression management, or the applicant’s desire to project the “right” image, may skew the interview results. • Interviewers have short and inaccurate memories: note-taking and videotaping may help. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. The Selection Process Comprehensive Interviews: • Interview Effectiveness • Structured interviews use fixed questions designed to assess specific job-related attributes • More reliable and valid than unstructured ones. • Best for determining organizational fit, motivation and interpersonal skills. • Especially useful for high-turnover jobs and less routine ones. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. The Selection Process Comprehensive Interviews: • Behavioral Interviews • Candidates are observed not only for what they say, but how they behave. • Role playing is often used. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. The Selection Process Comprehensive Interviews: • Realistic Job Preview • RJP’s present unfavorable as well as favorable information about the job to applicants. • May include brochures, films, tours, work sampling, or verbal statements that realistically portray the job. • RJP’s reduce turnover without lowering acceptance rates. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. The Selection Process Background Investigation: • Verify information from the application form • Typical information verified includes: • former employers • previous job performance • education • legal status to work • credit references • criminal records Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. The Selection Process Background Investigation • Qualified privilege • employers may discuss employees with prospective employers without fear of reprisal as long as the discussion is about job-related documented facts. • One-third of all applicants exaggerate their backgrounds or experiences. • A good predictor of future behavior is an individual’s past behavior. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. The Selection Process Background Investigation Methods: • Internal investigation: checks former employers, personal references and possibly credit sources. • External investigation: Uses a reference-checking firm which may obtain more information, while complying with privacy rights. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. The Selection Process • Background Investigation • Documentation, including whom called, questions asked, information obtained/not obtained, is important in case an employers’ hiring decision is later challenged. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21. The Selection Process Conditional Job Offers: • Offers of employment made contingent upon successful completion of background check, physical/medical exam, drug test, etc. • May only use job-related information to make a hiring decision. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22. The Selection Process Medical/Physical Examination • Should be used only to determine if the individual can comply with the essential functions of the job. • Americans with Disabilities Act requires that exams be given only after conditional job offer is made. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. The Selection Process Job Offers • Actual hiring decision generally made by the department manager. • Candidates not hired deserve the courtesy of prompt notification. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

24. The Selection Process The Comprehensive Approach • Comprehensive selection approach puts applicants through all the steps in the selection process before making a decision. • Assesses both strengths and weaknesses and is considered more realistic. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

25. The Selection Process Now It’s Up to the Candidate • The candidate now has to decide whether this is the job for him or her. • Applicants who are not hired this time will still form an impression about the company. • Management should assure the selection process leaves them with a favorable impression of the company. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

26. Selection for Self-Managed Teams • If teams are given management responsibilities, it makes sense for them to select their own members. • Team members bring to the selection process varied experiences and backgrounds. • Team members need training in selection and interviewing techniques. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

27. Key Elements for Successful Predictors • Reliability, validity, and cut scores can all help predict which applicants will be successful on the job. • Reliability: The ability of the selection tool to measure an attribute consistently. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

28. Key Elements for Successful Predictors • Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance. • Indicates how well a selection tool predicts job performance. • Content • Construct • Criterion-related Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

29. Key Elements for Successful Predictors • Content validity: The degree to which the content of the test, as a sample, represents situations on the job. • Construct validity: The degree to which a particular trait is related to successful performance on the job. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

30. Key Elements for Successful Predictors • Criterion-related validity: The degree to which a particular selection device accurately predicts the important elements of work behavior. • Predictive validity uses selection test scores of applicants to compare with their future job performance. • Concurrent validity correlates the test scores of current employees with measures of their job performance. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

31. Key Elements for Successful Predictors Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

32. Key Elements for Successful Predictors • Validity Analysis: Correlation coefficients (validity coefficients) ranging from +1 to –1 summarize the statistical relationship between an individual’s test score and his/her job performance. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

33. Key Elements for Successful Predictors Cut Scores and Their Impact on Hiring: • Cut scores on a selection device can be determined by validity studies. • Applicants scoring below the cut score are predicted to be unsuccessful on the job and are rejected. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

34. Key Elements for Successful Predictors • Validity Generalization: This is a situation where a test may be valid for screening applicants for a variety of jobs and performance factors across many occupations. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

35. Selection From a Global Perspective • Selection criteria for international assignments includes • interest in working overseas • ability to relate to different cultures and environments • supportiveness of the candidate’s family • Women executives have done well abroad in Asia and Latin America, despite past reluctance to assign them to these countries. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

36. Final Thoughts: Excelling at the Interview • Suggestions for making your interviews as an applicant successful are: • Do some homework on the company. • Get a good night’s rest the night before. • Dress appropriately. • Arrive for the interview a few minutes early. • Use a firm handshake. • Maintain good eye contact. • Take the opportunity to have practice interviews. • Thank the interviewer at the end of the interview and follow up with a thank you note. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins