Selection: Interviewing

Candidates
Session 7- 8

Sonakshi Gupta

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Why Employee Selection Is Important
• Performance
• Cost
• Legal obligations

• Objective of Selection
– Person-job fit (relevant)
– Person-organization fit (relevant)

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The Basics of Testing and Selecting
Employees
• Reliability
• Validity

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Test Reliability
• Reliability is a selection tool’s first requirement. It is
defined as the consistency of scores obtained by the
same person when retested with the identical tests or
with alternate forms of the same test.

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You can measure reliability in several
ways.
• Test-retest reliability estimates : Administer a test to
several people administer the same test after some
days(after1-2 months). Later the scores from both the tests
are correlated.
• Equivalent or alternate form estimates:-Administer a
test then again administer an alternate test or equivalent
test
– (Experts should suggest what are the equivalent tests).
Later the scores from both the test should be
compared to assess the reliability

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What Can Cause a Test to be Unreliable?
• Physical conditions
• Differences in the test taker
• Differences in test administration
• The questions may do a poor job of sampling the material

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Reliability Coefficient
Figure 6-1 Test Score Correlation Examples

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Test Validity
• Validity is the accuracy with which a test (or selection tool)
measures what it purports to measure or fulfills the function
it was designed to fill.

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How to Demonstrate Validity
1. Criterion Validity
2. Content Validity
3. Construct Validity

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Types of Tests
• Tests of cognitive abilities
– Intelligence tests (IQ)
– Specific cognitive abilities
• Tests of motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests

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Work Samples and Simulations
• With work samples, you present examinees with situations
representative of the job for which they’re applying, and
evaluate their responses.
• Considered tests

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Using Work Sampling for Employee
Selection
• Basic procedure
• Situational judgment tests
• Management Assessment Centers
• Situational Testing
– Video-Based Situational Testing
– The Miniature Job Training and Evaluation Approach
• Realistic Job Preview
• Choosing a Selection Method

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Management Assessment Centers
Examples

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Background Investigations and Other
Selection Method
• Background investigations
• Reference checks
• Pre-employment information services
• Substance abuse screening

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Why Perform Background
Investigations and Reference Checks?
• Avoid hiring mistakes
– Verify information
– Uncover damaging information

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Using Preemployment Information
Services
• Background checks can be outsourced to certain
companies that provides such services. This way the
employers don’t have to do the background checks on
their own
• The organization has to pay the company for their services

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Steps for Making the Background
Check More Valuable
• Statement authorizing a background check
• Phone references
• Attentiveness to red flags
• Compare the application to the resume
• Ask open-ended questions
• Ask references to suggest other references
• Aim for “360” reference checking

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Physical Exams
• Physical exams
– After the job offer has been extended
• Reasons for Physical exams
– To verify that the applicant meets the job’s physical
requirements,
– To discover any medical limitations you should
consider in placement,
– and to establish a baseline for future workers’
compensation claims.
– Exams can also reduce absenteeism and accidents
and detect communicable diseases.

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Substance Abuse Screening and Drug
Testing Legal Issues
• Common in western companies, not used much in India

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Thank You

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