Measurement for Recruitment Selection

1. Measurement for Recruitment Selection

2. Objectives • Discuss the fundamentals of Measurement • Examine the role of Measurements for recruiting selection • Understanding the standardization of Selection Measures • Interpreting scores on Selection Measures

3. Fundamentals of Measurement Understanding… • What type of data can be used • Where does the data come from • What characteristics should the information have to be useful in selection

4. The Role of Measurement • Assists the selection manager with understanding an applicants attributes • It involves numbers playing an important role • It is essential to the implementation and administration of selection programs

5. The Role of Measurement Criteria • Measurement of an employees success on the job • Dollar of sales or dollars saved Predictors • Forms of assessment used to measure criteria • Interviews, assessment centers or questionnaires Note: • Must be important to the job • Must be the right measures of attributes indentified as critical to job success

6. The Role of Measurement Scales of Measurements The way by which individuals can be distinguished from one another • Nominal Scale • Ordinal Scale • Interval Scale • Ratio Scale

7. The Role of Measurement Scales of Measurements • Nominal Scale Composed of two or more mutually exclusive categories Applicant Gender • Male • Female

8. The Role of Measurement Scales of Measurements • Ordinal Scale Ranks objects, such as individuals, from “high” to “low” Person Ranking of work T. Jones 5 R. Smith 2 D. Robinson 3 Scale: 1= Highest 5= Lowest

9. The Role of Measurement Scales of Measurements • Interval Scale -Shows how differences in numbers can take on meaning • Ratio Scale - Has an absolute zero point and numerical values

10. Standardization of Selection Measures Standardization possesses • Content – measured by the same information • Administration – information is collected the same way • Scoring – rules are shared in advance of administration and applied the same way every time

11. Measures in HR Selection Predictors • Background information • Resume • Interviews • Tests: • Aptitude or Ability • Achievement • Personality

12. Measures in HR Selection Criteria • Objective production data • Personal data • Judgmental date • Work sample data • Training proficiency data

13. Evaluating Selection Measures For Predictors: • Does the predictor appear appropriate • Is the cost less than an inaccurate decision • Has it been standardized • Can it be administrated to a group v. an individual

14. Evaluating Selection Measures For Criteria: • Will situation change-alter the criteria • Is it realistic and represent the job • Does management accept the criteria For Predictors and Criteria • Does it measure unfairly against protected classes • Does it measure reliability and validity

15. Locating Existing Selection Measures Benefits: • Less expensive and time-consuming • Previous research already conducted • May be superior to what could be developed • Exercise

16. Constructing New Selection Measures Steps for Developing Selection Measures • Analyzing the job • Selecting the method of measurement • Develop a plan of measure • Constructing form of measure • Administering and analyzing the form • Preparing a revised form • Determining the reliability and validity

17. Interpreting Scores on Selection Measures Using Norms - shows how well an individual performs with respect to a certain group Using Percentiles- determines where a person falls with respect to a percentage of the norm group