Human Resource Management: Employee Testing and Selection

Human Resource
Management
TWELFTH EDITION
GARY DESSLER
BIJU VARKKEY
Part 2 | Recruitment and Placement
Chapter 6
Employee Testing and Selection
Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
After studying this chapter, you should be able to:
1. Explain what is meant by reliability and validity.
2. Explain how you would go about validating a test.
3. Cite and illustrate our testing guidelines.
4. Give examples of some of the ethical and legal
considerations in testing.
5. List eight tests you could use for employee selection,
and how you would use them.
6. Explain the key points to remember in conducting
background investigations.

6–2
Why Careful Selection is Important
The Importance of
Selecting the Right
Employees
Costs of Legal
Organizational
Recruiting and Obligations and
Performance
Hiring Liability

6–3
Basic Testing Concepts
• Reliability
 Consistency of scores obtained by the same person
when retested with identical or equivalent tests.
 Are test results stable over time?
• Validity
 Indicates whether a test is measuring what it is
supposed to be measuring.
 Does the test actually measure what it is intended to
measure?

6–4
Test Takers’ Individual Rights and Test
Security
• Under the APA’s standard for educational and
psychological tests, test takers have the right:
 To privacy and information.
 To the confidentiality of test results.
 To informed consent regarding use of these results.
 To expect that only people qualified to interpret the
scores will have access to them.
 To expect the test is fair to all.

6–5
FIGURE 6–4 Sample Test

Authorized adaptation from the United States edition of Human Source: Courtesy of NYT Permissions.
6–6
Using Tests at Work
• Major Types of Tests
 Basic skills tests
 Job skills tests
 Psychological tests
• Why Use Testing?

 Increased work demands = more testing
 Screen out bad or dishonest employees
 Reduce turnover by personality profiling

6–7
Computerized and Online Testing
• Online tests
 Telephone prescreening
 Offline computer tests
 Virtual “inbox” tests
 Online problem-solving tests
• Types of Tests
 Specialized work sample tests
 Numerical ability tests
 Reading comprehension tests
 Clerical comparing and checking tests
6–8
Types of Tests
What Tests
Measure
Cognitive Motor and Personality

(Mental) Physical and Achievement
Abilities Abilities Interests

6–9
FIGURE 6–5 Type of Question Applicant Might Expect
on a Test of Mechanical Comprehension

6–10
The “Big Five”
Extraversion
Emotional Stability/
Conscientiousness
Neuroticism
Openness to
Agreeableness
Experience

6–11
Work Samples and Simulations
Measuring Work
Performance Directly
Miniature
Management Video-Based
Work Job Training
Assessment Situational
Samples and
Centers Testing
Evaluation

6–12
Background Investigations and
Reference Checks
Investigations and Checks
 Reference checks
 Background employment checks
 Criminal records
 Educational qualifications
 Credit checks
Why?
 To verify factual information provided by applicants.
 To uncover damaging information.
6–13
Background Investigations and
Reference Checks (continued)
Former Employers
Current Supervisors
Sources of Commercial Credit

Rating Companies
Information
Written References
Social Networking Sites

6–14
Limitations on Background Investigations
and Reference Checks
Legal
Issues:
Defamation
Background
Legal
Employer Investigations
Issues:
Guidelines and Privacy
Reference Checks
Supervisor
Reluctance

6–15
Making Background Checks More Useful
1. Include on the application form a statement for
applicants to sign explicitly authorizing a
background check.
2. Use telephone references if possible.
3. Be persistent in obtaining information.
4. Use references provided by the candidate as
a source for other references.
5. Ask open-ended questions to elicit more
information from references.
6–16
Physical Examination
• Reasons for preemployment medical
examinations:
 To verify that the applicant meets the physical
requirements of the position.
 To discover any medical limitations to be taken into
account in placing the applicant.
 To establish a record and baseline of the applicant’s
health for future insurance or compensation claims.
 To reduce absenteeism and accidents.
 To detect communicable diseases that may be
unknown to the applicant.
6–17
Substance Abuse Screening
• Types of Screening
 Before formal hiring
 After a work accident
 Presence of obvious behavioral symptoms
 Random or periodic basis
 Transfer or promotion to new position
• Types of Tests
 Urinalysis
 Hair follicle testing

6–18
KEY TERMS
negligent hiring
reliability
test validity
criterion validity
content validity
expectancy chart
interest inventory
work samples
work sampling technique
management assessment center
situational test
video-based simulation
miniature job training and evaluation

6–19

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Human Resource

Part 2 | Recruitment and Placement

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

 Job skills tests

• Why Use Testing?

 Screen out bad or dishonest employees

 Reduce turnover by personality profiling

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Cognitive Motor and Personality

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Sources of Commercial Credit

Social Networking Sites

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd

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