Chapter 5- Selecting Employees

What are steps in the selection process?

1. screening applications and resumes

2. testing and reviewing work samples

3. interviewing candidates

4. checking references and background

5. making a selection

Applicant Tracking System (ATS)

A software application that streamlines the flow of information between job seekers, HR staff, and hiring managers.

Candidate Experience

A job seeker's perception of and response to an employer's talent acquisition process.

What are the criteria for evaluating selection methods?

Reliability, Validity, Ability to Generalize, and Practical Value

What are the three ways of measuring validity?

Criterion-Related Validity, Content, and Construct Validity

criterion-related validity

a measure of validity based on showing a substantial correlation between test scores and job performance scores

Predictive Validation

research that uses the test scores of all applicants and looks for a relationship between the scores and the future performance of the applicants who were hired

Concurrent Validation

research that consists of administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance

content validity

consistency between the test items or problems and the kinds of situations or problems that occur on the job

Construct Validity

Consistency between a high score on a test and a high level of a construct, such as intelligence or leadership ability, as well as between mastery of this construct and successful performance on the job.

Aptitude Tests

Tests that assess how well a person can learn or acquire skills and abilities.

Achievement Tests

Tests that measure a person's existing knowledge and skills.

Nondirective Interview

A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate.

Structured Interview

A selection interview that consists of a predetermined set of questions for the interviewer to ask.

Situational Interview

A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what they would do in that situation.

Behavioural Descriptive Interview

A structured interview in which the interviewer asks the candidate to describe how they handled a type of situation in the past.

multiple hurdel model

process of arriving at a selection decision by eliminating some candidates at each stage of the selection process

compensatory model

process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another

Reliability

The extent to which a measurement generates consistent results i.e is free from random error.

Validity

The extent to which performance on a measure (such as a test score) is related to what the measure is designed to asses (such as job performance)

generalizable

Valid in other contexts beyond the context in which the selection method was deployed

utility

The extent to which the selection method provides economic value greater than its cost

Cognitive Ability Test

Tests designed to measure mental abilities such as verbal skills, quantitative skills, and reasoning ability