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Chapter 6 Notes - HRM

The document discusses selection methods used in hiring. It outlines the steps in the selection process, including screening applications, testing, interviews, reference checks, and making a selection. It also discusses standards for selection methods, including reliability, validity, generalizability, utility, and legality. Finally, it describes various types of selection methods, such as interviews, reference checks, physical and cognitive ability tests, personality inventories, work samples, honesty tests, and drug tests.

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34 views

Chapter 6 Notes - HRM

The document discusses selection methods used in hiring. It outlines the steps in the selection process, including screening applications, testing, interviews, reference checks, and making a selection. It also discusses standards for selection methods, including reliability, validity, generalizability, utility, and legality. Finally, it describes various types of selection methods, such as interviews, reference checks, physical and cognitive ability tests, personality inventories, work samples, honesty tests, and drug tests.

Uploaded by

Thy
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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CHAPTER 6: SELECTION AND PLACEMENT

A. Steps In The Selection Process


- Screening applications and résumés
- Testing and reviewing work samples
- Interviewing candidates
- Checking references and background
- Making a selection
B. Selection Method Standards
I. Reliability
- The degree to which a measure is free from random error
- Estimating the reliability of measurement
- Standards for reliability
II. Validity
- The extent to which performance on the measure is related to performance on the job.
- Criterion-related validation
 Predictive validation
 Concurrent validation
- Content validation
III. Generalizability
- The degree to which the validity of a selection method established in one context extends to
other contexts.
- Two primary “contexts”:
 Different situations (jobs or organizations)
 Different samples of people
IV. Utility
- The degree to which the information provided by selection methods enhances the bottom-line
effectiveness of the organization.
V. Legality
- All selection methods should conform to existing laws and existing legal precedents
- Federal legislation
 Civil Rights Act of 1991
 Age Discrimination in Employment Act of 1967
C. Types Of Selection Methods
I. Interviews
II. References, application blanks, and background checks
- The evidence on the reliability and validity of reference checks suggests that these are, at best,
weak predictors of future success on the job.
- First, the applicant usually gets to choose who writes the letter and can thus choose only those
writers who think the highest of her abilities.
- Second, because letter writers can never be sure who will read the letters, they may justifiably
fear that supplying damaging information about someone could come back to haunt them.
- The evidence on the utility of biographical information collected directly from job applicants is
much more positive relative to hand-picked references
III. Physical ability checks
- Muscular tension
- Muscular power
- Muscular endurance
- Cardiovascular endurance
- Flexibility
- Balance
- Coordination
IV. Cognitive ability tests
- Cognitive ability tests differentiate individuals based on their mental rather than physical
capacities
- Three dominant facets:
 Verbal comprehension: refers to a person’s capacity to understand and use written and spoken
language.
 Quantitative ability: concerns the speed and accuracy with which one can solve arithmetic
problems of all kinds.
 Reasoning ability: a broader concept, refers to a person’s capacity to invent solutions to many
diverse problems.
V. Personality inventories
- Five major dimensions of personality inventories:
 Extroversion: sociable, gregarious, assertive, talkative, expressive
 Adjustment: emotionally stable, nondepressed, secure, content
 Agreeableness: courteous, trusting, good-natured, tolerant, cooperative, forgiving
 Conscientiousness: dependable, organized, persevering, thorough, achivement-oriented
 Openess to experience: curious, imaginative, artistically sensitive, broad-minded, playful
VI. Work samples
- Simulate the job in a pre-hiring context to observe how the applicant performs in the simulated
job.
- The degree of fidelity in work samples can vary greatly
- In the area of managerial selection, work-sample tests are typically the cornerstone in
assessment centers.
VII. Honesty tests and drug tests

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