IOPSY - 5 EMPLOYEE SELECTION: REFERENCES AND TESTING

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Reference Check

The process of confirming the accuracy of information provided by an applicant.

Reference

The expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success.

Letter of Recommendation

A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for future success.

Reasons for Using References and Recommendations (4)

• Confirming Details in Resume

• Checking for Discipline Problems

• Discovering New Information About Applicant

• Predicting Future Performance

Resume Fraud

The intentional placement of untrue information on a resume.

Checking for Discipline Problems

To determine whether the applicant has a history of such discipline problems as poor attendance, sexual harassment, and violence.

Negligent Hiring

A situation in which an employee with a previous criminal record commits a crime as part of their employment.

Discovering New Information About the Applicant

Former employers and professors can provide information about an applicant’s work habits, character, personality, and skills.

Predicting Future Performance

Even though references are commonly used to screen and select employees, they have not been successful in predicting future employee success.

Validity Coefficient

The correlation between scores on a selection method (e.g., interview, cognitive ability test) and a measure of job performance (e.g., supervisor rating, absenteeism).

Corrected Validity

A term usually found with meta-analysis, referring to a correlation coefficient that has been corrected for predictor and criterion reliability and for range restriction.

Corrected Validity

Sometimes called “true validity”

Four Main Problems with References and Recommendations (4)

• Leniency

• Knowledge about the Applicant

• Reliability

• Extraneous Variables

Leniency

Keep in mind that applicants choose their own references.

Fear of Legal Ramifications

A person providing references can be charged with defamation of character (slander if the reference is oral, libel if written) if the content of the reference is both untrue and made with malicious intent. This fear keeps many organizations from providing references at all.

Conditional or Qualified Privilege

People providing references are granted what is called a ___________ __ _________ _________, which means that they have the right to express their opinion provided they believe what they say is true and have reasonable grounds for this belief.

Negligent Reference

An organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble.

Knowledge about the Applicant

The person writing the letter often does not know the applicant well, has not observed all aspects of an applicant’s behavior, or both.

Reliability

The lack of agreement between two people who provide references for the same person.

Extraneous Variables (2)

• Letters that contained specific examples were rated higher than letters that contained generalities.

• Letters written by references who like applicants are longer than those written by references who do not.