Comprehensive Guide to Employee Selection & Validity in HR

Typical Steps in the Selection Process

1. Screening applications & resumes 2. Testing & reviewing work samples 3. Interviews 4. Reference & background checks 5. Making a selection.

Features of ATS

Multilingual support, Pre-screening for KSAOs, Resume storage and tracking, Predictive analytics for hiring success.

Validity

The extent to which a test measures what it's supposed to measure.

Criterion-Related Validity

Shows a correlation between test scores and job performance.

Predictive Validation

Test applicants, hire some, compare test scores with future performance.

Concurrent Validation

Test current employees, compare scores with current performance.

Content Validity

Consistency between test content and actual job tasks.

Construct Validity

Shows that a test truly measures an abstract quality linked to job success.

Generalizability

Whether a selection method is valid across different contexts (jobs, organizations, applicants, etc.).

Practical Value (Utility)

The method's cost-effectiveness — does it provide benefits greater than its costs?

Résumés Purpose

Candidates introduce themselves and highlight qualifications.

Applicant Tracking Systems (ATS)

Centralize applications and extract data automatically.

Blind Screening

Many use blind screening to reduce bias by hiding names, addresses, and identifiers.

References Process

Applicants provide names and contact info of past employers or colleagues.

Aptitude Tests

Measure potential to learn new skills.

In-basket Test

Simulates a manager's role (responding to emails, prioritizing tasks).

Extroversion

Outgoing, assertive; Good for sales or team roles.

Adjustment

Emotionally stable; Handles stress well.

Agreeableness

Cooperative, kind; Important for teamwork and customer service.

Conscientiousness

Organized, dependable; Strong predictor of success.

Inquisitiveness

Curious, imaginative; Relevant for creative/problem-solving jobs.

Team Context in Personality

Teams benefit from members who are agreeable and conscientious.

Nondirective Interview

Interviewer asks open-ended questions; flexible but less reliable.

Structured Interview

Uses a set list of job-related questions; more valid and consistent.

Situational Interview

Candidates describe what they would do in a hypothetical work situation.

Behavioural Description Interview (BDI)

Asks candidates how they handled a situation in the past; has the highest predictive validity.

Selection Decisions Models

Multiple-Hurdle Model and Compensatory Model.