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Employee Selection

Employee Selection. Employee Selection. Selection procedures must be related to employee success on the job Selection procedures cannot have unfair impact on candidates. Employee Selection. Selection Ratio. How selective you can be # to be hired = (range from 1.0 – 0.0) # applicants

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Employee Selection

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  1. Employee Selection

  2. Employee Selection • Selection procedures must be related to employee success on the job • Selection procedures cannot have unfair impact on candidates HED 362 – L. Good

  3. Employee Selection Selection Ratio • How selective you can be • # to be hired = (range from 1.0 – 0.0) # applicants • Higher the ratio (closer to 1.0) the LESS selective you can be HED 362 – L. Good

  4. Employee Selection Selection Ratio • Lower ratios (close to 0.0) mean the more selection techniques will help in choosing EX: 25 needed = .167 (closer to 0.0) 150 applicants 1:6 ratio HED 362 – L. Good

  5. Employee Selection Reliability • Stability (test-retest) • Consistency (interrater) HED 362 – L. Good

  6. Two Types of Reliability A MEASURE OF STABILITY Test #1 Test #2 HIGH RELIABILITY VERY LOW RELIABILITY *Retest administered two days later. HED 362 – L. Good

  7. Two Types of Reliability A MEASURE OF CONSISTENCY (Interrater Reliability) Test #1 Test #2 HIGH RELIABILITY VERY LOW RELIABILITY *Ratings on a scale of 1 to 9. HED 362 – L. Good

  8. Validity • How well test measures what it is supposed to measure • Are measures related to job performance? HED 362 – L. Good

  9. Validity Coefficient Examples Cash Register Accuracy Criterion Scores +.75 Predictor Math Score HED 362 – L. Good

  10. Validity Coefficient Examples Criterion Scores +.35 Predictor HED 362 – L. Good

  11. Validity Coefficient Examples Criterion Scores -.60 Predictor HED 362 – L. Good

  12. Validity Coefficient Examples Criterion Scores 0.0 Predictor HED 362 – L. Good

  13. 2 Approaches to Validation • Empirical or criterion-related (statistical) • Scores on predictors • Job success • Most difficult to develop/most valid HED 362 – L. Good

  14. 2 Approaches to Validation 2.Content • No measure of job success • Content of predictor is evaluated • Not appropriate for abstract job behaviors (e.g. leadership) HED 362 – L. Good

  15. Criterion measures • Dimensions of performance • Scores on behaviors HED 362 – L. Good

  16. Predictor measures • Scores on selection techniques/tests • Interview, work sample, personality test, assessment center HED 362 – L. Good

  17. Validity Coefficient • Correlation between criterion and predictor scores • Ranges from –1.0 to +1.0 • Closer to +1.0, the better predictor • The higher the validity coefficient, the more valid the selection test HED 362 – L. Good

  18. Time 1 Current Empl. Current Empl. Predictor Scores Criterion Scores Validity Coefficient 2 Types of validation procedures Concurrent validation HED 362 – L. Good

  19. Concurrent validation • Use current employees to get predictor and criterion scores • Immediate results • Convenient/quick • Current employees may not be as motivated as job applicants • Current employees may not be similar to future job applicants • Experience may make them score higher HED 362 – L. Good

  20. Time 1 Hire Time 2 Job applicants Current Empl. Predictor scores Criterion Validity Coefficient 2 Types of validation procedures Predictive validity HED 362 – L. Good

  21. Predictive validity • Predictor scores obtained from actual job applicants • Selection decisions made • Get criterion scores from those hired after ample time period • Correlate predictors with criterion • Overcomes limitation of concurrent • Not convenient or quick • Disadvantages do not outweigh advantages HED 362 – L. Good

  22. Content Validation • Conduct job analysis and compare with predictor measures HED 362 – L. Good

  23. Decision Making • Examine validity coefficient • Examine selection ratio HED 362 – L. Good

  24. Decision Making 3. Calculate base rate - % of current employees who are considered effective # Effective = Base Rate # total employees Base rate = 90%, new predictor is unlikely to improve base rate % very much Base rate = 40%, new predictor is likely to be helpful in improving base rate HED 362 – L. Good

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