BUSMHR 3200 Final: Recruiting, Interviewing, & Selection

Costs of poor selection

financial, cultural, personal, other

Selection system

collection of tools, processes, used by orgs to make selection decisions internally and externally (traditional interview, testing, simulations etc.)

Generalizability (validity generalization)

it's easy to assume validity that was valid in one setting will be similar to validity in another setting

Utlity

benefit of using given measure/procedure

Legality

Reliability

It is a correlation coefficient. To what extent does a measure give consistent score

.7 or higher is good

Test retest reliabilty

Same test taken different times

ex. taken ACT in Columbus, and taken it in NYC

Alternative (Equivalent) Form Reliability

the ability of two equivalent forms of an instrument to produce closely correlated results

Validity

Degree to which a test measures what it's supposed

described with correlation coefficient

Content validity

Does the test measure what it says it's measuring?

experts in the field will analyze the content to check

Face validity

I am not a math expert.. but I can look at a test and say.. ehh i guess it looks like a math test

Criterion related validity

concurrent

predictive

answers why do we care about this test.. does the result predict something?

Construct validity

uses a logical argument to see if the test measures what its supposed to be measuring by comparing a popular similar test that does meet standards

convergent validity

scores on similar tests correlate (popular version vs. my version)

discriminant validity

scores on new test vs. popular tests do not correlate

Content vs Construct Validity

content- focus internally, having experts look at the test

construct- focuses externally to see if the test is testing what it should by how it compares to popular quality tests

Predictive criterion validity

test scores collected over time for later analysis... not used for initial selection

Concurrent criterion validity

All data collected at the same time

validity coefficient

correlation

Type of selection methods

Interviews

Cognitive tests (ACT)

Personality tests (myers briggs...not recommend)

Biodata-

Physical ability to do the job (carry xxlbs)

Work samples- go ahead and try it out

Drug tests, honesty test (surveys that may have a socially desired way to answer)

What's considered an illegal interview question?

questions unrelated to the job: are you pregnant? do you have a car? Sexual preference? etc.

RJP vs. RCP

realistic job preview vs. realistic culture preview

self selection is your what?

buddy.

To help with retention.. if someone tells you this job isn't for them listen to them. don't wait until they're hired to listen to them

People don't leave organizations, they leave what?

they leave their bosses

contingency recruiters

the company gives them job specs, and they go out and try to find people to fill the job

They will then forward the resume to HR, and if the company decides to hire them.. the recruiter will get a certain percentage of commission based on the new hire's salary

Retained recruiters

establishing contract with the potential candidate... you're usually hiring for a high level position

Do interviews have high or low validity?

Low validity (0.0-0.3)

most people think they have good interview skills but they don't

Calibration meeting

managers meet to discuss candidates/employees

3 stories of an interview

and which story is the goal of candidate vs. the goal of the interviewer?

1. The story the candidate wants to tell (candidates goal)

2. The story candidate doesn't want to tell

3. The story candidate doesn't know about

interviews goal is to get to stories 2 & 3

Describe the undisciplined way to conduct an interview

Undisciplined way- 1st impressions carry the most of weight for my decision, and therefore I search for data to confirm what I already think about the person

Describe the rigorous way to conduct an interview

Rigorous is usually better.... you have first impression, and you keep searching for relevant data about the person before making your decision

Types of interviewing techniques

Competency based- questions related to competency about org/ position

Non-directive- free flowing.. "walk me through your resume"

Behavior based- "tell me about a time"... usually STAR model is good response

key experience interviewing

Future/hypothetical/situational- "what would you do if..."

BDI

Behavior description interview

"tell me about a time when"... use STAR model to answer

Examples of calibration meeting questions?

What are the strengths/weaknesses?

5 common flaws with internal interviews

1. Be aware of politics, biases

just because we think we know the person since they've been working here.. doesn't mean we base our decisions solely off of those impressions.

Be sure to conduct a rigorous interview, provide feedback to candidates

false positive and false negative

"An error in measurement where I thought the person possessed a good or bad

false negative

When a system incorrectly rejects an action instead of accepting it.