Chapter 7 Foundations of Selection
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Transcript of Chapter 7 Foundations of Selection
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Chapter 7Foundations of Selection
Fundamentals of Human Resource ManagementEighth Edition
DeCenzo and Robbins
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
The selection process typically consists of eight steps: 1. initial screening interview2. completion of the application form3. employment tests4. comprehensive interview5. background investigation6. conditional job offer7. medical/physical exam8. permanent job offer
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
• Initial Screening – Involves screening of inquiries and
screening interviews. – Job description information is shared along
with a salary range.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Completing the Application Form: Key Issues – Gives a job-performance-related synopsis
of what applicants have been doing, their skills and accomplishments.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection ProcessCompleting the Application Form: Key
Issues • Legal considerations
– Omit items which are not job-related; e.g., sex, religion, age, national origin, race, color, and disability.
– Includes statement giving employer the right to dismiss an employee for falsifying information.
– Asks for permission to check work references.
– Typically includes “employment-at-will” statement.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
• Weighted application forms – Individual items of information are
validated against performance and turnover measures and given appropriate weights.
– Data must be collected for each job to determine how well a particular item (e.g., years of schooling, tenure on last job) predicts success on target job.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Completing the Application Form: Key Issues
• Successful applications – Information collected on application forms
can be highly predictive of successful job performance.
– Forms must be validated and continuously reviewed and updated.
– Data should be verified through background investigations.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Employment Tests • Estimates say 60% of all organizations
use some type of employment tests.– Performance simulation tests: requires the
applicant to engage in specific job behaviors necessary for doing the job successfully.
– Work sampling: Job analysis is used to develop a miniature replica of the job on which an applicant demonstrates his/her skills.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Employment Tests– Assessment centers: A series of tests and
exercises, including individual and group simulation tests, is used to assess managerial potential or other complex sets of skills.
– Testing in a global arena: Selection practices must be adapted to cultures and regulations of host country.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
THE SELECTION PROCESS
Comprehensive Interviews: Interviews involve a face-to-face meeting with the candidate to probe areas not addressed by the application form or tests. They are a universal selection tool.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Comprehensive Interviews: • Interview Effectiveness
– Interviews are the most widely used selection tool.
– Often are expensive, inefficient, and not job-related.
– Possible biases with decisions based on interviews include prior knowledge about the applicant, stereotypes, interviewee order.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Comprehensive Interviews: • Interview Effectiveness
– Impression management, or the applicant’s desire to project the “right” image, may skew the interview results.
– Interviewers have short and inaccurate memories: note-taking and videotaping may help.
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The Selection Process
Comprehensive Interviews: • Interview Effectiveness
– Structured interviews use fixed questions designed to assess specific job-related attributes
– More reliable and valid than unstructured ones.
– Best for determining organizational fit, motivation and interpersonal skills.
– Especially useful for high-turnover jobs and less routine ones.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Comprehensive Interviews: • Behavioral Interviews
– Candidates are observed not only for what they say, but how they behave.
– Role playing is often used.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Comprehensive Interviews:• Realistic Job Preview
– RJP’s present unfavorable as well as favorable information about the job to applicants.
– May include brochures, films, tours, work sampling, or verbal statements that realistically portray the job.
– RJP’s reduce turnover without lowering acceptance rates.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation: • Verify information from the application
form • Typical information verified includes:
– former employers– previous job performance– education– legal status to work– credit references – criminal records
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation• Qualified privilege
– employers may discuss employees with prospective employers without fear of reprisal as long as the discussion is about job-related documented facts.
• One-third of all applicants exaggerate their backgrounds or experiences.
• A good predictor of future behavior is an individual’s past behavior.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Background Investigation Methods:• Internal investigation: checks former
employers, personal references and possibly credit sources.
• External investigation: Uses a reference-checking firm which may obtain more information, while complying with privacy rights.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
• Background Investigation• Documentation, including whom called,
questions asked, information obtained/not obtained, is important in case an employers’ hiring decision is later challenged.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Conditional Job Offers: • Offers of employment made
contingent upon successful completion of background check, physical/medical exam, drug test, etc.
• May only use job-related information to make a hiring decision.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Medical/Physical Examination • Should be used only to determine if the
individual can comply with the essential functions of the job.
• Americans with Disabilities Act requires that exams be given only after conditional job offer is made.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Job Offers • Actual hiring decision generally made
by the department manager. • Candidates not hired deserve the
courtesy of prompt notification.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
The Comprehensive Approach • Comprehensive selection approach
puts applicants through all the steps in the selection process before making a decision.
• Assesses both strengths and weaknesses and is considered more realistic.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
The Selection Process
Now It’s Up to the Candidate • The candidate now has to decide
whether this is the job for him or her. • Applicants who are not hired this time
will still form an impression about the company.
• Management should assure the selection process leaves them with a favorable impression of the company.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Selection for Self-Managed Teams
• If teams are given management responsibilities, it makes sense for them to select their own members.
• Team members bring to the selection process varied experiences and backgrounds.
• Team members need training in selection and interviewing techniques.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
• Reliability, validity, and cut scores can all help predict which applicants will be successful on the job.
• Reliability: The ability of the selection tool to measure an attribute consistently.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
• Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance.
• Indicates how well a selection tool predicts job performance.– Content– Construct– Criterion-related
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
• Content validity: The degree to which the content of the test, as a sample, represents situations on the job.
• Construct validity: The degree to which a particular trait is related to successful performance on the job.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
• Criterion-related validity: The degree to which a particular selection device accurately predicts the important elements of work behavior. – Predictive validity uses selection test
scores of applicants to compare with their future job performance.
– Concurrent validity correlates the test scores of current employees with measures of their job performance.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
• Validity Analysis: Correlation coefficients (validity coefficients) ranging from +1 to –1 summarize the statistical relationship between an individual’s test score and his/her job performance.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
Cut Scores and Their Impact on Hiring:
• Cut scores on a selection device can be determined by validity studies.
• Applicants scoring below the cut score are predicted to be unsuccessful on the job and are rejected.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Key Elements for Successful Predictors
• Validity Generalization: This is a situation where a test may be valid for screening applicants for a variety of jobs and performance factors across many occupations.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Selection From a Global Perspective
• Selection criteria for international assignments includes – interest in working overseas– ability to relate to different cultures and
environments– supportiveness of the candidate’s family
• Women executives have done well abroad in Asia and Latin America, despite past reluctance to assign them to these countries.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Final Thoughts: Excelling at the Interview
• Suggestions for making your interviews as an applicant successful are: – Do some homework on the company. – Get a good night’s rest the night before. – Dress appropriately. – Arrive for the interview a few minutes early. – Use a firm handshake. – Maintain good eye contact. – Take the opportunity to have practice interviews. – Thank the interviewer at the end of the interview
and follow up with a thank you note.