Human Resource Selection IV Predictors of Job Performance

Chapter 10: Application Forms, Training and Experience, and Reference Checks

Nature and Role of Application Forms/Blanks

An application form typically consists of a series of questions designed to provide information on the general suitability of applicants for jobs to which they are applying. Such as:
1.
2. 3.

Education background Previous job experiences Other areas which helps to judge candidates ability to perform a job

Principal purpose is

1. 2.

3.

Pre-employment screening If the applicants meet minimum qualification Assess relative strengths and weaknesses of the applicants

Application Forms
Nature and Role of Application Forms

A preemployment screen in the form of a series of questions designed to provide information on the general suitability of applicants for jobs to which they are applying
To decide if applicants meet the minimum requirements of a position To assess and compare the relative strengths and weaknesses of individuals making application
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Purposes of Forms

Composition of Application Forms

Instruction for the applicants:

1. 2.

How to complete the forms Legal protection

Questions for applicants:

1.

Request for information

Selection Application Form Content

1. Name

2. Marital status, children

3. Ethnicity 4. Gender 5. Work availability on holidays/weekends 6. Height and weight

Selection Application Form Content

1. 2. 3. 4. 5.

Relations working with employers Arrest/conviction records Physical and mental health Off-the-job conduct Organization memberships For acceptable questions see Table 10.2 p 416

Developing and Revising Application Forms

1. 2. 3. 4. 5.

6.

More than one Form may be needed Information requested should help determining selections devices Information asked should be free from legal complications Avoid in-depth questions for simple jobs Validate application forms to ensure that appropriate measures are used to predict job success Should be attractive, fair and easy to use by the applicant

Developing and Revising Application Forms

Because jobs are different, more than one application

form will probably be needed Job analysis data should serve as one basis for choosing employment application questions Every item proposed for inclusion should be reviewed using the item rating criteria listed in Table 9.1 Some jobs or classes of jobs may not require an indepth applicant assessment by means of the application form. The physical layout and format of the form should be thoroughly considered.
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Accuracy of Application Form Data

Falsification of application data can range from:
1. 2.

3.
4. 5.

6.

Education degrees earned Inflation of college grades Types of jobs held Past salaries Companies worked for Attempt to conceal gap in employment

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Enhancing Application Form Accuracy

1. 2. 3. 4.

Applicants be told verbally and in writing that the information given will affect their employability. Applicants should be informed that the data provided will be thoroughly checked Applicants to sign, to certify that information given is accurate Employment-at-will doctrine be protected

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Applications and Resumes

Carefully consider the following as indicators of possible distortions in resumes:

1. 2. 3. 4. 5.

Inflated educational credentials (grades achieved, degrees attained) Omitted, inconsistent periods of employment or stretched employment dates Gaps in time periods listed (where was the applicant? Prison?) Exaggerated claims of expertise and experience Claimed self-employment

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Applications and Resumes

Claimed work for firms that are now out of business 2. Claimed work as consultant 3. Evidence of a regressive work history (moving down) 4. Use of qualifiers, such as had exposure, assisted with 5. Use of vague answers such broad address of last employer Inferences out of data in resume see Table 10.3 p 427
1.

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Using Application Forms in Selection

Weighted Application Blanks Numerical scores are obtained for each applicant by summing the appropriate weights. Employer use the resulting score in making hiring decisions. Application Form Checklist Application form checklist are available in many verities, most of these emphasize assessing applicants training and experience.

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Training and Experience (T&E) Evaluations

T&E evaluations area way to assess:

1.
2. 3.

Previous experience, Trainings, and education

If candidate is suitable or not, A means to rank-ordering individuals, A basis for prescreening individuals, In combination with other predictors make employment decisions

Scores from evaluations can be used:

1. 2. 3.

4.

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Training and Experience (T&E) Evaluations

Examples of T&E evaluations:

1.

2.

3.

When only brief check is needed i.e. job of a Clerk/Stenographer. See Figure 10.1 p. 429. When detailed check is needed i.e. job of a Personnel Research Analysis. See Figure 10.2 p. 430. Assumptions of T&E evaluations.

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Research Findings for T&E Evaluations

T&E Evaluations

Consistently predict important work outcomes Vary significantly in the strength of their predictive validity

Some methods of evaluating experience and training exhibit substantial correlations with success (e.g., the behavioral consistency method, GPA) Other methods reflect low validities (e.g., the point method)

Are particularly valuable for the first three to five years on the job
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Methods of Collecting T&E Evaluation Information

Common characteristics of methods:

Description of tasks or other job-relevant content areas. 2. Extent of individuals training or experience with these job-content areas. 3. Basis for scoring of Training, Experience and Education self-reported by the candidates. See figure 10.3 p.433
1.

18

Methods of Collecting T&E Evaluation Information

Characteristics of T&E Evaluations

A listing or description of tasks, KSAs, or other job-relevant content areas A means by which applicants can describe, indicate, or rate the extent of their training or experience with these job content areas A basis for evaluating or scoring applicants selfreported training, experience, or education

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Some of T&E Evaluations Information Methods

1.

Holistic Judgment

It is an informal, unstructured approach. A brief description wherein an individual makes cursory review of the information and arrives at a broad, general judgment of the applicants suitability.
It is a reestablished rating system for crediting applicants prior training, education and experience considered relevant to the job.

2.

Point Methods

The point method is the most prevalent formal T&E evaluation technique. It consists of a mechanical formula in which applicants receive a prescribed number of points for each month or year of relevant training, education, and experience. In some cases, the number of points assigned varies by the type and duration of experience. Applicants are either rank ordered or are grouped based on specific 20 education and experience requirements for the target job

Holistic judgment
Holistic judgment is the most common method used to

evaluate applicant training and work experience. This particular method is not a formally scored T&E evaluation method but rather provides a general evaluation of an applicants credentials. An example of the use of this method begins when a hiring authority receives a set of rsums from applicants for a particular position. The hiring authority assesses each application as a whole and makes a subjective decision about how to distinguish between qualified and unqualified applicants according to the hiring authoritys individual standards.

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Some of T&E Evaluations Information Methods

1.

Grouping Methods
High Group Middle Group Low Group Unqualified Group See figure 10.5 p.437

2.

Behavioral Consistency Methods

Behaviors that show differences between superior and minimum acceptable workers These behavior identified by SMEs Applicants past accomplishments to these behaviors and predictive of future success

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Methods of T&E Evaluations (contd)

Behavioral Consistency Method

Applicant descriptions of achievements related to key job requirements or competencies are formally scored using scales derived from subject matter experts
Behaviors evaluated have been identified by SMEs as showing differences between superior and minimally acceptable workers. Applicants past accomplishments can be reliably rated by SMEs. Past accomplishments are considered predictive
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Principles of the Method

Some of T&E Evaluations Information Methods

1. Task-Based Methods

The critical job tasks are identified. Applicant has or has not performed See figure 10.7 p.440

2. KSA-Based Methods

KSAs such as specific computer programming skills or knowledge of interpretation of specific technique.

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Reference Checks

Information collected is used for following purposes:

1.

To verify information given by candidates: The

purpose of reference checks and background checks is to verify facts stated by a candidate during the interview, to clarify any concerns you have about a candidates background or qualifications and to validate your assessment.

Negative selectiondetection of the unqualifiedrather than identification of the qualified

2.

3.

To serve as basis for predicting job success of applicants To uncover background information like criminal records etc

The purpose of checking references is to verify the individual's work and performance history The purpose of reference checks is two fold: 1) to verify work history provided by the candidate and 2) to gain additional jobrelated information.

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Types of Reference Data Collected

1. Employment and education background

data 2. Appraisal of applicants character and personality 3. Estimates of an applicants job performance ability 4. Willingness of the reference to rehire an applicant

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Methods of Collecting Reference Data

1.

In-person checks

Specially where potential security or financial risk is involved

A systematic, efficient means through written questionnaire. Fig 10.8 p.448 Restricted to high-skill or professional jobs Greater depth of information is needed

2.

Mail checks

3.

Letters of reference

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Disadvantages of Letter of References

1. 2. 3.

4. 5.

Writers have the difficult task of organizing the letter Depend on efforts expended and writers ability to express their thoughts Same information will not be obtained for each applicant Areas important to organization may be omitted Scoring of the letter is subjective on readers interpretation

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Letters of Recommendation
Disadvantages of Reference-Furnished

Information

Job-relevance of the information will vary across reference letter writers Letter quality depends on the effort expended by the writers and their ability to express their thoughts. Writers are overly positive in their evaluations and often lack specificity and accuracy in letter writing The same job-relevant information will not be obtained on each applicant Information relevant to areas or issues important to the hiring organization may be omitted in the letter Scoring of the letter is subjective and based on the readers 932 interpretation

Methods of Collecting Reference Data

1. Telephone checks; most popular 1. Ambiguous comments can be clarified 2. More information available orally 3. Reference check process is speeded up 4. Easier to ensure right person is giving information rather than clerk/secretary 5. Voice inflections, pauses helpful 6. A better return rate Figure 10.6 p. 451

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Sources of Reference Data

1. Former employers

2. Personal references
3. Investigative agencies 4. Public records
1. 2. 3.

Criminal records Court records Education records

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Sources of Reference Data

Former Employers Public Records

Personal References
Investigative Agencies

Criminal records
Motor vehicle records

Consumer reports
Business necessity, disclosure, and written consent requirements of the Fair Credit Reporting Act

Workers compensation records Federal court records

Educational records

Investigative consumer reports

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Usefulness of Reference Data

Reference giver
1. 2. 3. 4.

Have worked together Competent Frank and honest assessment Able to express effectively Immediate superior Adequate time spent together Same gender, ethnicity and nationality The old and the new job are similar in content

Reliability and validity of reference check

1. 2. 3.

4.

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