Presented By:

Daniel Edward Ricio

Hannah Dy
Ian Tantoco Umali
Andrea Hizon
 Introduction

 Selection Method Standards for Evaluation

Purposes

 Types of Selection Methods

 Personnel selection is the process by which
companies decide who will or will not be
allowed into the organization.

 The chapter will give ways to minimize

errors in having a good selection and
placement of employees of which can
improve the organization’s competitive
position.
 Reliability
 Validity
 Generalizability
 Utility
 Legality
 Reliability is the degree to which a measure of
physical or cognitive abilities, or traits, is free
from random error.
 Involves selecting applicants based from their
characteristics that the organization is looking
for.
 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
 Examples of Reliability Standards:
 Physical Characteristics (Height, Strength or
Endurance)
 Cognitive Abilities (Mathematical Ability or
Verbal Reasoning Capacity)
 Personality (Initiative or Integrity)
 Validity is the extent to which a performance
measure assesses all the relevant—and only
the relevant—aspects of job performance.

 The measure has the to be RELIABLE (e.g.

Height) if it is to have any VALIDITY.
 Criterion-related validation is a method of
establishing the validity of a personnel
selection method by showing a substantial
correlation between test scores and job-
performance scores. There are two types:
 Predictive validation – A study that seeks to
establish an empirical relationship between
applicants’ test scores and their eventual
performance on the job.
 Concurrent validation – A test administered to all
people currently in a job.
 Predictive validation is superior to concurrent
validation for three reasons:
 Job applicants are typically motivated to perform
well on the tests than are current employees.
 Current employees have learned many things on
the job that applicants have not yet learned.
 Current employees tend to be homogeneous.
 Content validation 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
 Generalizability is the degree to which the
validity of a selection method established in
one context extends to other contexts.

 Three contexts include:

 different situations
 different samples of people
 different time periods
 It was once believed that validity coefficients
were situationally specific—that is, the level
of correlation between test and performance
would vary as one went from one
organization to another.
 It was also believed that tests showed
differential subgroup validity, which meant
that the validity coefficients for any test-job
performance pair was different for people of
different races or genders.
 Validity generalization stands as an
alternative for validating selection methods
for companies that cannot employ criterion-
related or content validation.
 Utility is the degree to which the information
provided by selection methods enhances the
effectiveness of selecting personnel in
organizations.

 It is impacted by reliability, validity, and

generalizability.
 Other factors will influence utility even when
the latter is constant.
 For example, the selection ratio, which is the
percentage of people tested versus the total
number of applicants, will impact utility as well as
the number of people selected, race of employee
turnover, and level of perfor-mance among chose
who leave.
 All selection methods must conform to existing
laws and legal precedents.

 Three acts have formed the basis for a majority of

the suits filed by job applicants:
 Civil Rights Act of 1964 and 1991
 Age Discrimination in Employment Act of 1967
 Americans with Disabilities Act of 1991
 Civil Rights Act of 1964 and 1991
 This act protects individuals from discrimination based on
race, color, sex, religion, and national origin.

 Age Discrimination in Employment Act of 1967

 Covers individuals who are over the age of 40.

 Americans with Disabilities Act of 1991

 Protects individuals with physical or mental disabilities (or
with a history of the same).
 Interviews
Honesty Tests
and Drug Tests References and
Biographical Data

Work Samples
HR
JOBS
Physical Ability
Tests

Personality
Inventories Cognitive Ability Tests
 Selection interviews are defined as a dialogue
initiated by one or more persons to gather
information and evaluate the qualifications of
an applicant for employment.

 Interviews are the most widely used selection

method, although research suggests it can be
unreliable, low in validity, and biased against
a number of groups.
 A situational interview confronts applicants
on specific issues, questions, or problems
that are likely to arise on the job.

 These interviews consist of:

 experience-based questions
 future-oriented questions
 References, Biographical Data, and
Application Blanks gather background
information on candidates.

 Physical Ability Tests - Relevant for

predicting not only job performance but
occupational injuries and disabilities.
 Cognitive Ability Test - Differentiates
individuals based on their mental rather than
physical capacities.

 Personality inventories - Categorize

individuals by their personality
characteristics.

 Work Samples - Simulate the job in

miniaturized form.
 Honesty Test - Paper-and-pencil honesty
testing attempts to assess the likelihood that
employees will steal.

 Drug Test - Drug-use tests tend to be reliable

and valid, particularly when the screening
tests" are followed up with more expensive
“confirmation” test.
 There are FIVE selection method standards
that HR usually follows to evaluate potential
applicants in the organization.

 Companies usually use INTERVIEW methods

in selecting potential applicants, but some
companies may use other selection methods.