Part 4

Staffing Activities: Selection

Chapter 08:
External Selection I

McGraw-Hill/Irwin

Copyright 2012 by The McGraw-Hill Companies, Inc. All rights reserved.

Staffing Organizations Model

Organization
Mission
Goals and Objectives

Organization
OrganizationStrategy
Strategy

HR
HRand
andStaffing
StaffingStrategy
Strategy

Staffing Policies and Programs

Support Activities
Core Staffing Activities
Legal compliance

Recruitment:

Planning

Selection:

Job analysis

Employment:

External, internal

Measurement, external, internal

Decision making, final match

Staffing System and Retention Management

8-2

Chapter Outline

Preliminary Issues

Logic of Prediction
Nature of Predictors
Development of the
Selection Plan
Selection Sequence

Initial Assessment
Methods

Resumes and Cover

Letters
Application Blanks
Biographical
Information

Initial Assessment
Methods

References and
Background Checks
Handwriting Analysis
Literacy Testing
Genetic Testing
Initial Interview
Choice of Methods

Legal Issues

8-3

Preliminary Issues
Logic

of prediction

Nature

of predictors

Development

of the

selection plan
Selection

sequence
8-4

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
8-5

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
Objective vs. essay: Much like multiple-choice vs. essay
course exam questions
Oral vs. written vs. computer: How data are obtained

8-6

Development of the Selection Plan:

Steps Involved
1.

Develop list of KSAOs required for job

KSAOs are provided by job requirements

matrix

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
2.

8-7

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
8-8

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

Lack

of research exists related to

Validity or reliability
Costs
Adverse impact

8-9

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

8-10

Sample Application for Employment

8-11

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

Weighted

application blanks
Evaluation --> = .10 to = .20
8-12

Biographical Information / Biodata

Personal history
information of
applicants background
and interests

Best predictor of future

behavior is past
behavior
Past behaviors may
reflect ability or
motivation

Measures

Exh. 8.5: Examples of

Biodata Items

Biodata compared with

background checks

Background check
examines an
applicants
background
conducted through
records checks and
conversations with
references

Biodata
used to predict future
performance
information is
collected by survey

8-13

Reference Reports:
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

8-14

Reference Reports: Reference Checks

Approach

involves verifying applicants

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

8-15

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
8-16

Evaluation of Reference Reports

Predictive

validity limited: r = .16 to .26

Validity depends on source providing
information
HR

department, coworker, or relative

Supervisors
What sources do you think work best?
Cost

vs. benefit of approach must be

considered
8-17

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 applicants ability to perform the job

8-18

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
8-19

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
8-20

Choice of Initial Assessment Methods

8-21

Discussion questions
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?
8-22

Legal Issues
Disclaimers

- Organization clearly identifies

rights it wants to maintain
Employment-at-will
Verification consent
False statement warning

Reference

checks
Preemployment inquiries

Federal laws and regulations

EEOC Guide to Preemployment Inquiries
ADA regulations
State laws and regulations

8-23

Legal Issues
Bona

fide occupational qualifications - BFOQs

Discrimination based on sex, religion, or national

origin, but not race or color, is permitted if it can be
shown to be a BFOQ reasonably necessary to the
normal operation of the business

Employer justifications

Inability to perform

Same-sex personal contact

Customer preference

Pregnancy or fertility
8-24