Chapter 6

Employee Testing and

Selection

Presented by: Group 6

 Our Group Members

Nguyễn Thuỳ Linh Nguyễn Danh Việt Đào Mạnh Tân Trần Quang Hoàn

GROUP
6

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Learning Objectives
Why is it important to test and select
employees?

What is meant by reliability and

validity?

The basic categories of selection

tests, with examples

How to use two work simulations for

selection?

4 ways to improve an employer’s

background checking process.
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 Employee Selection is Important!
Right Employee
(Knowledge, skills, abilities, and other competencies) Legal obligation &
liability
 Effective Organizational
• Negligent hiring
Performance

Achieve person-job fit

Effective Selection
 Costly of recruiting &
hiring
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 The Basics of Testing and Selecting Employees

The degree to which the tool The accuracy that a test,

measures taking the same interview, … measures
what is supposed to be
test over time
measuring
E.g: Scores should be similar for
 Whether the test is
the same person taking the same
related with the job?
test over time
E.g: Does a mechanical test show
accurate level of mechanical
comprehension?
Reliability is measured in several ways
Test or retest Equivalent or alternate Internal comparison
reliability estimates form estimate estimate

➝ Administer one day ➝ Administer a test ➝ Compare the answers

➝ Re-administer the ➝ Administer what
same test later to experts believe to be
the same group an equivalent test
later
➝ Correlate the first
set of scores with ➝ The Scholastic
the second Assessment Test
[SAT] is an example
to questions with
answers to a separate
set of questions on
the same test to
measure the same
thing.

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Test can be unreliable depends on

Physical conditions Difference in Test

takers
➝ Healthy one day
➝ Quiet one day Reliability
➝ Sick other day
➝ Noisy the next

Diferences in Test Questions of tess does

administration not fit each other

➝ Courteous one day ➝ Test 1 focus on Chap 1

➝ Curt the next ➝ Test 2 focus on Chap 3
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Reliability
Reliability coefficient  2 measures are correlated

Illustrates Correlation
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 Validity
There may be
E.g: It’s required to
interpret the picture,
no apparent
then draws relationship
conclusions about between the
personality and test and the
behavior behavior
 Difficult to prove
that the tests are
measuring what they
are said to measure
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TREND SHAPING HR: Digital & social media

TALENT ANALYTICS
Revolutionizing
employee selection
Using data analysis tools
= Statistical techniques,
algorithms, data mining,
and problem
Bon Ton use anonymous surveys data to

Identify patterns and identify cosmetics associates’ traits that

correlations that show correlated with performance and tenure, then
what types of people formulate better selection criteria
succeed or fail
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 • Relationship between Scores & Job’s Performance
•  Higher test scores will perform the job better
Criterion • Predictor is the psychological measurement relate to a
validity criterion - Performance on the job.
Ways to
• The content of a selection procedure is rep. of demonstrate
important aspects of performance on the job
Content • Contains a fair sample of the tasks and identify a Test’s
validity skills needed for the job in questions
Validity
• A selection procedure measures a construct (an
abstract idea such as morale or honesty)
Construct • The construct is important for successful job
validity performance.
ANALYZE THE JOB How to
Specify the human traits and skills required for job
success performance - Predictors
Validate a Tests

CHOOSE THE TESTS*

Measure possible predictors - Aggressiveness,
extroversion, and numerical ability.

ADMINISTER THE TEST *Web Sites offering

Concurrent validation (Compare test scores with current information on Tests or
performance) Testing programs
# Predictive validation (Test to applicants before hiring)
**Expectancy chart.

RELATE YOUR TEST SCORES AND CRITERIA

Determine the statistical relationship between (1) scores on
the test and (2) job performance with Expectancy chart.**

CROSS-VALIDATE AND REVALIDATE

= Performing steps 3 and 4 on a new sample of employees
before using the test 12
Bias in
Validity Test
Most employers know they
shouldn’t use biased tests in
the selection process.
A particular IQ test may
provide a valid measure of
cognitive ability for middle-
class whites, but not for some
minorities if the score depends
on familiarity with certain
aspects of middle-class culture.
Many industrial
psychologists still believe
they were adequately
controlling test bias, but this
is under review.
Employers should therefore
redouble their efforts to
ensure that the tests they’re
using aren’t producing
biased decisions.
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 Utility Analysis
in Validity Test
“Using dollar and cents terms, [utility
analysis] shows the degree to which use
Test predicts
of a selection measure improves the
quality of individuals selected over what performance isn’t

would have happened if the measure had always of practical use

not been used.” (Experts)

Prudent employers endeavor to

streamline their selection processes, for
instance to minimize how long it takes to
fill a position. 14

Validity
Generalization
“Refers to the degree to which
evidence of a measure’s validity
obtained in one situation can be
generalized to another situation
without further study.”
(Phillips & Gully, Strategic
Staffing)
. 15
Factors
• Existing validation evidence (tests for
various specific purposes)
• The similarity of the subjects in
organization
• The similarity of the jobs
Validation of selection procedures is
desirable
But “the Uniform Guidelines require users
to produce evidence of validity only when
adverse impact is shown to exist…
KNOW YOUR EMPLOYMENT LAW
The EEO laws boil down
that:
(1) You must be able to prove that
your tests are related to success or
failure on the job.
(2) You must prove that your tests
don’t unfairly discriminate against
either minority or nonminority
subgroups.
Test takers’Individual Rights and
Test Security
• To the confidentiality of test results.
• To informed consent regarding use of
these results.
• To expect that only people qualified to
interpret the scores will have access to
them.
• To expect the test is fair.
E.g: No test taker should have prior access
to the questions or answers.
Common Law*
 Diversity Counts
• Gender issues may distort results.
• It’s more about how the person was brought up and
socialized than it does about the person’s inherent ability
to do some tas

How Employers use tests at work?

• 41% of companies in one survey tested applicants for
basic skills (defined as the ability to read instructions,
write reports, and do arithmetic)
• 67% of the respondents required employees to take job
skills tests,
• 29% required some form of psychological measurement
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