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Personnel Selection

Personnel Selection. The process of gathering & assessing information about job candidates & ultimately making personnel decisions. Environmental Factors. Legal considerations Time constraints Organizational hierarchy Hiring policies Applicant pool Type of organization Other HR functions.

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Personnel Selection

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  1. Personnel Selection The process of gathering & assessing information about job candidates & ultimately making personnel decisions

  2. Environmental Factors • Legal considerations • Time constraints • Organizational hierarchy • Hiring policies • Applicant pool • Type of organization • Other HR functions

  3. Selection Methods: Characteristics • Reliability • Validity • Criterion-related • Content • Construct • Utility • Standardization • Objectivity

  4. Advantages Amount of information Framework Verifiable Disadvantages Prone to subjective screening decisions Tailored to job description EEO violations Initial Screening: Job Application

  5. The Employment Interview The most common personnel selection tool: a goal-oriented exchange of information between an applicant and interviewer(s)

  6. Types of Interviews • Unstructured (Nondirective) • Structured (Directive/Patterned) • Behavioral • Situational • Group/Panel • Hierarchical

  7. Interviews: Potential Problems • Inappropriate questions/topics • Stereotyping bias • Premature judgments • Interviewer’s personal values • Insufficient job knowledge/preview • Deliberate stress • Environment • Interviewer domination • Lack of training

  8. Increasing Validity in the Interview • Understand & use specific job information to form questions • Standardize the physical environment • Weight responses & observations • Use more than one interviewer • Train interviewers & practice with feedback

  9. Employment Testing: Types • Cognitive ability • Job-knowledge & work-sample • Personality

  10. Cognitive Ability Tests • Aptitude, general reasoning ability, memory, vocabulary, verbal fluency, numerical ability • Predict future performance • Wechsler Adult Intelligence Scale (WAIS) • Wonderlic Personnel Test

  11. Cognitive Ability Tests: Problems • Racial differences • Legal precedent • Griggs v. Duke Power • Validity & adverse impact • Uniform Guidelines in Employee Selection Procedures • Basis for employment decisions

  12. Specific Ability Tests • Cognitive abilities, verbal comprehension, numerical reasoning, verbal fluency, mechanical/clerical abilities, physical/psychomotor abilities • Formal • Bennett Mechanical Comprehension Test (BMCT) • Minnesota Clerical Test (MCT) • Informal

  13. Personality An individual’s consistent pattern of behavior composed of psychological traits

  14. Personality Testing • Ability & motivation • Informal v. formal assessment • Projective • Rorschach Inkblot • Graphology • Self-report inventories • Miner Sentence Completion Scale (MSCS) • Minnesota Multiphasic Personality Inventory (MMPI)

  15. The “Big Five” Personality Factors • Extroversion/introversion • Emotional stability/neuroticism • Agreeableness/disagreeableness • Conscientiousness/lack of conscientiousness • Openness/closure to experience

  16. Personality Testing: Problems • Erroneous results • Poorly designed research • Validity studies • Behavior is situational • Widely used • Legal precedent • Saroka v. Dayton Hudson

  17. Pre-Employment Screening • Reference checks • Negligent referral • Negligent hiring • Background investigations • Reasonable investigation • Criminal, credit, worker’s comp history • Medical examination • Drug testing

  18. The Job Offer • Final selection decision • Notification of candidates • In writing • Facts of the offer • Salary • Status • Probationary period • Schedule of benefits

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