Human Resource

Management
1

ELEVENTH EDITION

GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 6

Employee Testing and Selection

2008 Prentice Hall, Inc.
All rights reserved.

PowerPoint Presentation by Charlie Cook

The University of West Alabama

After studying this chapter, you should be able to:

1. Explain what is meant by reliability and validity.
2. Explain how you would go about validating a test.

3. Cite and illustrate our testing guidelines.

4. Give examples of some of the ethical and legal
considerations in testing.

5. List eight tests you could use for employee selection,

and how you would use them.
6. Explain the key points to remember in conducting
background investigations.

2008 Prentice Hall, Inc. All rights reserved.

62

Why Careful Selection is Important

The Importance of
Selecting the Right
Employees

Organizational
Performance

2008 Prentice Hall, Inc. All rights reserved.

Costs of
Recruiting and
Hiring

Legal
Obligations and
Liability

63

Types of Validity
Test
Validity

Criterion
Validity

Content
Validity

Face
Validity

2008 Prentice Hall, Inc. All rights reserved.

64

Types of Tests
What Tests
Measure

Cognitive
(Mental)
Abilities

2008 Prentice Hall, Inc. All rights reserved.

Motor and
Physical
Abilities

Personality
and
Interests

Achievement

65

The Big Five

Extraversion

Conscientiousness

Agreeableness

2008 Prentice Hall, Inc. All rights reserved.

Emotional Stability/
Neuroticism

Openness to
Experience

66

Work Samples and Simulations

Measuring Work
Performance Directly

Work
Samples

Management
Assessment
Centers

2008 Prentice Hall, Inc. All rights reserved.

Video-Based
Situational
Testing

Miniature
Job Training
and
Evaluation

67

Background Investigations and

Reference Checks (contd)
Former Employers

Current Supervisors

Sources of
Information

Commercial Credit
Rating Companies

Written References

Social Networking Sites

2008 Prentice Hall, Inc. All rights reserved.

68

Limitations on Background Investigations

and Reference Checks
Legal
Issues:
Defamation

Employer
Guidelines

Background
Investigations
and
Reference Checks

Legal
Issues:
Privacy

Supervisor
Reluctance

2008 Prentice Hall, Inc. All rights reserved.

69

Substance Abuse Screening (contd)

Safety:
Impairment vs.
Presence
Americans with
Disabilities Act

Drug Free
Workplace Act
of 1988

Ethical
and Legal
Issues

Recreational
Use vs.
Addiction

Intrusiveness of
Procedures

Accuracy of
Tests

2008 Prentice Hall, Inc. All rights reserved.

610

Improving Productivity Through HRIS: Comprehensive

Automated Applicant Tracking and Screening Systems

Benefits of Applicant
Tracking Systems

Knock out
applicants who
do not meet job
requirements

2008 Prentice Hall, Inc. All rights reserved.

Allow employers
to extensively test
and screen
applicants online

Can match
hidden talents
of applicants to
available
openings

611

KEY TERMS
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
2008 Prentice Hall, Inc. All rights reserved.

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