Part 4

Staffing Activities: Selection

Chapter 7:
External Selection

McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc., All Rights Reserved.
 Staffing Organizations Model
Organization
Mission
Goals and Objectives

Organization Strategy HR and Staffing Strategy

Staffing Policies and Programs

Support Activities Core Staffing Activities
Legal compliance Recruitment: External, internal
Selection:
Planning External, internal
Employment:
Job analysis Decision making & final match
Staffing System and Retention Management
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Chapter Outline
 Preliminary Issues  Initial Assessment
 Logic of Prediction Methods
 Nature of Predictors  References and
 Development of the Background Checks
Selection Plan  Handwriting Analysis
 Selection Sequence  Literacy Testing
 Initial Assessment  Genetic Testing
Methods  Initial Interview
 Resumes and Cover  Choice of Methods
Letters
 Application Blanks
 Biographical
Information

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Discussion Questions for This Chapter

 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?
 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?
 How can organizations avoid legal difficulties in the use of
preemployment inquiries in initial selection decisions?

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External selection

It refers to assessment and evaluation of external ob

applicants.

Preliminary issues is used to guide the types of

assessment method that used in external selection

 These issues include the logic prediction, the

nature of predictor, development of selection plan &
the selection sequence

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Preliminary Issues

Logic of prediction- indicators of a person’s

degree of success in the past situation
should be predictive of how successful they
are likely in new situations

 Nature of predictors

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 Development of the
selection plan

 Selection sequence

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Logic of Prediction: Past Performance
Predicts Future Performance

 Not specific enough to make selection decisions

 Job titles
 Number of years of experience
 What counts is the specific types of experiences
required and the level of success at each

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Nature of Predictors
 Content
 Sign: A predisposition thought to relate to
performance (e.g., personality)
 Sample: Observing behavior thought to relate to
performance
 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
Paper/pencil – psychological abilities test
Performance –physical & social abilities test

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Nature of Predictors

 Objective vs. essay: Much like multiple-

choice vs. essay course exam questions
Objective – to measure specific knowledge
in specific areas
Essay – best to assess written
communication, problem solving &
analytical skills
 Oral vs. written vs. computer: How data are
obtained

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Development of the Selection Plan:
Steps Involved
A selection plan describes which predictors will
be use to assess the KSAOs required to
perform the job.
1. Develop list of KSAOs required for job
 KSAOs are provided by job requirements matrix
2. For each KSAO, decide if it needs to be
assessed in the selection process
3. Determine method(s) of assessment to be
used for each KSAO

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Ex. 8.3 Assessment
Methods by Applicant
Flow Stage

•Initial assessment
methods
•Minimize the costs
associated with
substantive
assessment methods
by reducing the
number of people
assessed
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Discussion questions

 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?

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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

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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
 Sample application blank - Exh. 8.4

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Sample Application for Employment

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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

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Biographical Information / Biodata

 Personal history  Biodata compared with

information of background checks
applicant’s background  Background check
and interests  examines an
 “Best predictor of future applicant’s
behavior is past background
behavior”  conducted through
 Past behaviors may records checks and
conversations with
reflect ability or references
motivation
 Biodata
 Measures  used to predict future
 Exh. 8.5: Examples of performance
Biodata Items  information is
collected by survey

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Reference and background check:
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

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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
 Roughly 8 of 10 companies conduct reference
checks
 Problems
 Same as problems with letters of recommendation
 Reluctance of companies to provide requested
information due to legal concerns
 Exh. 8.7: Sample Reference Check

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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
 Workers’ compensation claims
 Key issues
 Limited validity evidence
 Legal constraints on pre-employment inquiries

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It is alternative of background
checks – genetic screening
 Done to screen out people who are susceptible to
certain diseases (e.g., sickle cell anemia) due to
exposure to toxic substances at work
 Genetic screening is not widespread, companies such
as Du Pont and Dow Chemical experimented with it to
protect their employees
 Court decisions have ruled that genetic screening is
prohibited under the Americans With Disabilities Act
(ADA)
 genetic testing is permissible only when consent has been
granted by the applicant or when test results directly bear on
an applicant’s ability to perform the job

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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

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Evaluation of Initial Interview

 Minimal evidence exists regarding

usefulness
 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

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