Chapter 5 (Part 2): Recruitment & Selection

1. Chapter 5 (Part 2): Recruitment & Selection MGT 3513

2. ANNOUNCEMENTS

3. Selection • What is selection? • Used in the hiring process to determine which job applicants to hire • What are selection tools? • Tools = tests = predictors = devices = measure • Examples of selection tools:

4. Selection Tools • Selection tools should be ____________!!! In other words, they should predict job performance. • How do we know if a selection tool is job-related? • Statistics aid HR professionals in determining if a selection tool is job-related (i.e., if it predicts job performance). • Ex. correlation coefficient

5. Selection • What are 2 important qualities for selection measures? • They should be both ______ and _____to prevent poor selection!!! • Checklist to determine if a selection tool is valid ____ Is measure reliable? ____ Is measure content valid? ____ Is measure empirically valid? • Concurrent • Predictive • Meeting any one of these alone _______________ to be valid.

6. Questions on Selection • Explain the concept of reliability • Explain deficiency error • Explain contamination error

7. Job domain and selection tools Job domain = duties, tasks, responsibilities included in job Selection tool • Does this selection tool cover all the topics in the job domain?

8. Example - - practice with reliability • Landscape architect = • Prepare site plans • Meet with clients • Analyze data on landscape conditions (ex. drainage, soil type) • Implement plan • Inspect landscape • Ideally, the selection process would address each of these job duties. • Example: Assume the interviewer fails to ask questions about preparing site plans and meeting with clients • What type of error has occurred? • ---------------------------------

9. Reliability in selection Job domain = duties, tasks, responsibilities included in job Selection tool • What is the problem with this selection tool?

10. Example - - practice with reliability • Landscape architect = • Prepare site plans • Meet with clients • Analyze data on landscape conditions (ex. drainage, soil type) • Implement plan • Inspect landscape • Example: Interviewer conducts this interview in a noisy room at a job fair • What type of error has occurred? • ---------------------------------

11. Questions on Validity • Explain the concept of validity • What is content validity? • What is empirical validity? • Explain concurrent validity • Explain predictive validity

12. TodayIn 6 months Give employees intelligence test Assess employee job performance at the same If an employee’s score on the intelligence test predict his or her job performance at Time 1, we have evidence of _____________ validity.

13. TodayIn 6 months Give employees intelligence test Assess employee job performance at a later time If an employee’s score on the intelligence test predict his or her job performance at Time 2, we have evidence of _____________ validity.

14. Example - - practice with validity • Dr. Marler gives MGT 3513 students a comprehensive test in Human Resource Management. The test includes a broad range of topics which are representative of HRM. Dr. Marler has given this test before and has statistical data showing that it is consistent over time. Also, she has statistical data showing that individuals who receive a high score are proficient in HR subject matter. Use the checklist below to determine if this test valid. • ____ Is it reliable? ____ Is it content valid? ____ Is it empirically valid?

15. CORRELATIONS • A correlation coefficient (r) is a statistic expressing the ________________________________________ . • It can be equal to or between _____ and _____. • A correlation of _____ = ____________________ • A correlation of _____ = ____________________ • A correlation of _____ = ____________________

16. High Low Low High X = Score on Selection Test Scatterplot of a Correlation Coefficient In this example, we are trying to determine if a score on a selection test will predict job performance. Y = Job Performance Each dot is an ___________.

17. Examples of Correlations & Scatterplots If you had to guess, what would the correlation coefficient be for (a) ____ (b) ____ (c) ____ (b) (a) (c)

18. Validity and Selection Tools • For the remainder of the slides, assume we are trying to validate a new selection test for our company to use in the hiring process. • In other words, we want to know if we should base hiring decisions on a job applicant’s test score. • Before we start giving the test to job applicants, we will test it on existing employees. We want to know what would have happened if we had used the test to hire job applicants.

19. Low High Hits and Misses Each dot represents __________________ and ________________. High Job Performance Low Score on Selection Test

20. Low High Hits and Misses The shaded area represents ___________________________. High Job Performance Low Score on Selection Test

21. Low High Hits and Misses The shaded area represents ___________________________. High Job Performance Low Score on Selection Test

22. High Job Performance Low Low High Hits and Misses The shaded area represents ___________________________. Score on Selection Test

23. High Job Performance Low Low High Hits and Misses The shaded area represents ___________________________. Score on Selection Test

24. Based on the previous information, do you think we should use this test to determine which job applicants to hire? • Why or why not?

25. True Positives Low High Hits and Misses High Job Performance Low Score on Selection Test

26. True Positives Low High Hits and Misses High Job Performance Low True Negatives Score on Selection Test

27. True Positives False Negatives Low High Hits and Misses High Job Performance Low True Negatives Score on Selection Test

28. True Positives False Negatives Low High Hits and Misses High Job Performance Low True Negatives False Positives Score on Selection Test

29. Each of the scatterplots below illustrates the relationship between a selection test and job performance. Which would be the best test? (b) (a) (c)

30. Practice Identifying Hits and Misses John was interviewed to be a sales manager. Based upon his answers in the interview, we thought he would be a great fit; however, he actually turned out to be a poor performer. Which quadrant represents John? False Negative True Positive True Negative False Positive

31. Practice Identifying Hits and Misses Emma was also interviewed to be a sales manager. Based on her interview, we did not think she would be a good fit; however, we needed another manager, so we hired her anyway. Interestingly, she turned out to be a good performer. If we had not hired her based on the interview, we would have made a _______________. False Negative True Positive True Negative False Positive

32. Practice Identifying Hits and Misses Finally, James was interviewed to be a sales manager. He performed extremely poorly in the interview; however, we hired him anyway due to increasing demand for our product. It was no surprise when James turned out to be a bad employee. Which quadrant represents James? False Negative True Positive True Negative False Positive

33. Low High Practice Identifying Hits and Misses 4 1 High Job Performance 3 2 Low Score on Selection Test