Dessler Ch06

Human Resource Management
Sixteenth Edition
Chapter 6
Employee Testing and

Selection
Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 2)
6.1 Answer the question: Why is it important to test and

select employees?
6.2 Explain what is meant by reliability and validity.
Learning Objectives (2 of 2)
6.3 List and briefly describe the basic categories of selection

tests, with examples.
6.4 Explain how to use two work simulations for selection.
6.5 Describe four ways to improve an employer’s background
checking process.
Learning Objective 6.1: Answer the
Question: Why Is It Important to Test
and Select Employees?
Why Employee Selection Is Important
• Performance
• Cost
• Legal obligations
• Person and job/organization fit
Learning Objective 6.2: Explain What
Is Meant by Reliability and Validity
The Basics of Testing and Selecting
Employees
• Reliability
• Validity
Test Reliability
• Reliability is a selection tool’s first requirement. It is
defined as the consistency of scores obtained by the
same person when retested with the identical tests or
with alternate forms of the same test.
What Can Cause a Test to be Unreliable?
• Physical conditions
• Differences in the test taker
• Differences in test administration
• The questions may do a poor job of sampling the material
Reliability Coefficient
Figure 6-1 Test Score Correlation Examples
Test Validity
• Validity is the accuracy with which a test (or selection tool)
measures what it purports to measure or fulfills the function
it was designed to fill.
How to Demonstrate Validity
1. Criterion Validity
2. Content Validity
3. Construct Validity
Evidence-Based HR: How to Validate a
Test (1 of 2)
Step 1: Analyze The Job
Step 2: Choose The Test
Step 3: Administer The Test
Step 4: Relate Your Test Scores and Criteria
Step 5: Cross-Validate and Revalidate
Evidence-Based HR: How to Validate a
Test (2 of 2)
Figure 6-4 Expectancy Chart
Note: This expectancy chart shows the relation between scores made on the Minnesota
Paper Form Board and rated success of junior draftspersons.
Example: Those who score between 37 and 44 have a 55% chance of being rated high
performer and those scoring between 57 and 64 have a 97% chance.
Bias
• Employers should redouble their efforts to ensure that the
tests they’re using aren’t producing biased decisions.
Utility Analysis
• Answering the question, “Does it pay to use the test?”
requires utility analysis.
• Shows the degree to which use of a selection measure
improves the quality of individuals selected over what
would have happened if the measure had not been used.
Improving Performance: HR as a Profit
Center
Using Tests to Cut Cost and Boost Profits
Let’s talk about it…
Validity Generalization
• Validity generalization “refers to the degree to which
evidence of a measure’s validity obtained in one situation
can be generalized to another situation without further
study.”
Know Your Employment Law
Testing and Equal Employment Opportunity
An adverse impact claim
Test Taker’s Individual Rights and Test
Security
• The American Psychological Association’s (APA) standard
for educational and psychological tests
• The Federal Privacy Act
Diversity Counts
Gender Issues in Testing
Interpret results with care
How Do Employers Use Tests at Work?
• About 80% of the biggest U.S. employers now use testing
• Not just for lower-level workers
Learning Objective 6.3: List and Briefly
Describe the Basic Categories of Selection
Tests, with Examples
Types of Tests
• Tests of cognitive abilities
– Intelligence tests (IQ)
– Specific cognitive abilities
• Tests of motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
Improving Performance: HR Practices
Around The Globe
Testing for Assignments Abroad
Improving Performance Through HRIS:
Computerization and Online Testing
Testing using Computer/Online
Let’s take a look…
Learning Objective 6.4: Explain How to Use
Two Work Simulations for Selection
Work Samples and Simulations
• With work samples, you present examinees with situations
representative of the job for which they’re applying, and
evaluate their responses.
• Considered tests
Using Work Sampling for Employee
Selection (1 of 2)
• Basic procedure
• Situational judgment tests
• Management Assessment Centers
• Situational Testing
• Video-Based Situational Testing
Using Work Sampling for Employee
Selection (2 of 2)
• The Miniature Job Training and Evaluation Approach
• Realistic Job Preview
• Choosing a Selection Method
Improving Performance: HR Tools for
Line Managers and Small Businesses
Employee Testing and Selection
Learning Objective 6.5: Describe Four Ways to
Improve an Employer’s Background Checking
Process
Background Investigations and Other
Selection Method
• Background investigations
• Reference checks
• Pre-employment information services
• Honesty testing
• Substance abuse screening
Why Perform Background
Investigations and Reference Checks?
• Avoid hiring mistakes
– Verify information
– Uncover damaging information
Know Your Employment Law
Giving References
Let’s take a look…
Trends Shaping HR: Digital and Social
Media
Digital Tools – Background Checks
Using Preemployment Information
Services
• Authorizing background reports
– Disclosure and authorization
– Certification
– Providing copies of reports
– Notice after adverse action
Steps for Making the Background
Check More Valuable
• Statement authorizing a background check
• Phone references
• Attentiveness to red flags
• Compare the application to the resume
• Ask open-ended questions
• Ask references to suggest other references
• Aim for “360” reference checking
The Polygraph and Honesty Testing
• Meet Standards
• Written Honesty Test
• Testing for Honesty Guidelines
Graphology
• The use of handwriting analysis to determine the writer’s
basic personality traits.
“Human Lie Detectors”
• Testing for honesty
– Practical guidelines
Physical Exams
• Physical exams
– After the job offer has been extended
– ADA
Substance Abuse Screening and Drug
Testing Legal Issues
• Most employers conduct drug screenings
• Raises legal concerns
• ADA
• The Drug Free Workplace Act of 1988
• The U.S. Department of Transportation workplace
regulations
Comply with Immigration Law
• Eligibility to work
• I-9 Employment Eligibility Verification form
• E-verify
Chapter 6 Review
What you should now know….
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Human Resource Management

Employee Testing and

6.1 Answer the question: Why is it important to test and

6.3 List and briefly describe the basic categories of selection

Using Tests to Cut Cost and Boost Profits

Let’s talk about it…

Testing and Equal Employment Opportunity

An adverse impact claim

Gender Issues in Testing

Interpret results with care

Testing for Assignments Abroad

Let’s talk about it…

Testing using Computer/Online

Let’s take a look…

Employee Testing and Selection

Let’s talk about it…

Let’s take a look…

Digital Tools – Background Checks

Let’s talk about it…

What you should now know….

This work is protected by United States copyright laws and is

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