STANDARDS FOR

SELECTION METHODS
SELECTION

• Selection is the process of choosing individuals with

qualifications needed to fill jobs in an organization.

• Selection is about measuring the degree to which each

applicant possesses the competencies required to do a job.
SELECTION

• Two HR beliefs that underscore the importance of effective staffing:

“Hire hard, manage easy.” The amount of time and effort spent
selecting the right people for jobs may make managing them as
employees much less difficult because many problems are eliminated.
“Good training will not make up for bad selection.” When the right
people with the appropriate capabilities are not selected, employers
will have difficulty later adequately training the lesser qualified
individuals who were selected.
PLACEMENT

• The ultimate purpose of selection is placement, or fitting a

person to the right job.

• Placement of human resources should be seen primarily as a

matching process that can affect many different employment
outcomes
SELECTION PROCESS OVERVIEW
• Initial screening interview
• Completion of the application form
• Pre-employment tests
• Comprehensive interview
• Conditional job offer
• Background investigation
• Medical or physical examination
• Permanent job offer.
STANDARDS FOR SELECTION METHODS

• The method provides reliable information.

• The method provides valid information.
• The information can be generalized to apply to the
candidates.
• The method offers high utility (practical value).
• The selection criteria are legal.
RELIABILITY

• The degree to which a measure of physical or cognitive

abilities, or traits, is free from random error.
• A selection device’s consistency of measurement.
• Involves selecting applicants based from their characteristics
that the organization is looking for.
RELIABILITY

• It uses statistical tools and graphs to test relationships

between sets of numbers .
A perfect positive relationship equals +1.0
A perfect negative relationship equals - 1.0
RELIABILITY

• Examples of Reliability Standards:

Physical Characteristics (Height, Strength or Endurance)
Cognitive Abilities (Mathematical Ability or Verbal
Reasoning Capacity)
Personality (Initiative or Integrity)
VALIDITY

• Describes the extent to which performance on the measure

(such as a test score) is related to what the measure is
designed to assess (such as job performance).
• A strong positive (or negative) correlation between a
measure and job performance means the measure should be
a valid basis for selecting (or rejecting) a candidate.
VALIDITY

• Three ways of measuring validity:

1. Criterion-related
2. Content
3. Construct validity
CRITERION-RELATED VALIDITY

• A measure of validity based on showing a substantial

correlation between test scores and job performance scores
CRITERION-RELATED VALIDITY

• Two types
1. Predictive validation – A study that seeks to establish an
empirical relationship between applicants’ test scores and
their eventual performance on the job.
2. Concurrent validation – A test administered to all people
currently in a job.
PREDICTIVE VALIDATION
2.
Hire
applicants
and reject
others.

1.
Obtain
Measure correlation
all job 3.
between
applicants Wait.
on measurements.
attribute.

4.
Measure all
newly hired
job
incumbents’
performanc
e.

6-15
CONCURRENT VALIDATION

Measure
Measure Obtain
all current
all current correlatio
job
job n between
incumbent
incumbent these two
s’
s on sets of
performan
attribute numbers
ce

6-16
CONTENT VALIDITY
• Consistency between the test items or problems and the kinds of
situations or problems that occur on the job
• is a test-validation strategy performed by demonstrating that the
items, questions, or problems posed by a test are a representative
sample of the kinds of situations or problems that occur on the job.
• Best for small samples
• Content validity is achieved primarily through a process of expert
judgment
CONSTRUCT VALIDITY

• Construct validity is the degree to which a test measures a

particular trait related to successful performance on the job.
These traits are usually abstract in nature, such as the
measure of intelligence, and are called constructs.
• Construct validity is complex and difficult because you are
dealing with abstract measures
GENERALIZABILITY

• Generalizability is the degree to which the validity of a

selection method established in one context extends to other
contexts.

• A generalizable method applies not only to the conditions in

which the method was originally developed—job,
organization, people, time period, and so on
GENERALIZABILITY

• Example: Researchers have studied whether tests of

intelligence and thinking skills (called cognitive ability) can
be generalized. The research has supported the idea that
these tests are generalizable across many jobs. However, as
jobs become more complex, the validity of many of these
tests increases. In other words, they are most valid for
complex jobs.
UTILITY

• The extent to which something provides economic value greater than its cost.

• It is the degree to which the information provided by selection methods

enhances the effectiveness of selecting personnel in organizations.

• The choice of a selection method may differ according to the job being filled. If
the job involves providing a product or service of high value to the
organization, it is worthwhile to spend more to find a top performer.
LEGALITY

• All selection methods must conform to existing laws and legal

precedents.

• The Labor Code prohibits discrimination against women on

account of their gender, and against children on account of
their age.
LEGALITY

• The Magna Carta of Women (Republic Act No. 9710, as

amended) prohibits discrimination against women and
expressly imposes liability for damages on the person directly
responsible for such discrimination.
LEGALITY

• The Magna Carta for Persons with Disability (Republic Act No.
7277, as amended) provides that a qualified employee with
disability shall be subject to the same terms and conditions
of employment as a qualified able-bodied person.
LEGALITY

• The Solo Parents’ Welfare Act (Republic Act No. 8972)

prohibits an employer from discriminating against any solo
parent employee with respect to the terms and conditions of
employment on account of the employee being a solo parent.
LEGALITY

• The Indigenous Peoples’ Rights Act (Republic Act No. 8371)

prohibits discrimination against Indigenous Cultural
Communities or Indigenous Peoples with respect to
recruitment and conditions of employment on account of
their descent.
LEGALITY

• The Philippine HIV and AIDS Policy Act (Republic Act No. 11166) also
prohibits the rejection of job application, termination of employment, or
other discriminatory policies in hiring, provision of employment and
other related benefits, promotion or assignment of an individual solely
or partially on the basis of actual, perceived or suspected HIV status.
This law also states that policies and practices that discriminate on the
basis of perceived or actual HIV status, sex, gender, sexual orientation,
gender identity and expression, age, economic status, disability and
ethnicity are deemed inimical to national interest.
THANK YOU!