Selection
Selection Learning
Objectives
Explain the Selection Process
 Identify Sources of Information
 Explain Value of Selection
Instruments
 Discuss Approaches to Interviewing
 Describe Selection Decision
Strategies
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Selection Terms to Identify
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Reliability
Validity
Criterion-related
validity
Predictive validity
Content validity
Structured interview
Situational interview
Behavioral interview
Nondirective interview
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Depth interview
Patterned interview
Stress interview
Stereotyping
Halo error
Face validity
Job-knowledge tests
Selection ratio
Selection
The process of choosing individuals
who have relevant qualifications to
fill existing or projected job
openings.
Selection Process
Matching Job Specs Against
Applicants
 Specs Based to Job Analysis
 Continuous Process from Growth,
Retirement, Turnover, Promotion

Selection and Job Analysis
Job Analysis leads to Job
Specification
 Job Specs Selection Criteria
 Establish K-S-A
 Match Candidates and Job Criteria
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Steps in the selection process
Hiring Decision
Medical Examination/ Drug
Testing
Supervisory Interview or Team
Interview
Preliminary Selection in HR Department
Background Investigation
Employment Tests
Initial Interview in HR Department
Completion of Application Form
NOTE: Steps may vary. An applicant may be rejected after any step in the process.
Selection Tools (Evaluation)
Application Forms and/or Resumes
 Academic Credentials
 Interview
 Tests
 References
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Reliability Definition
The degree to which interviews,
tests, and other selection procedure
yield comparable data over time and
alternative measures.
Reliability Standards
Consistency Performance
 Over a Time Period
 Re-evaluation Must Yield Some
Result
 Across People/Tools
 Unreliable Equal/No Value
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Examples of Reliability
(Stability Over Time)
HIGH RELIABILITY
APPLICANT
TEST SCORE
RETEST SCORE
Smith
90
93
Perez
65
62
Riley
110
105
Chan
80
78
VERY LOW RELIABILITY
APPLICANT
TEST SCORE
RETEST SCORE
Smith
90
72
Perez
65
88
Riley
110
67
Chan
80
111
Examples of Reliability Consistency
(Interrater Reliability)
HIGH RELIABILITY
APPLICANT
RATER #1
RATER #2
RATER #3
Smith
9*
8
8
Perez
5
6
5
Riley
4
5
5
Chan
8
8
8
VERY LOW RELIABILITY
APPLICANT
RATER #1
RATER #2
RATER #3
Smith
9*
8
8
Perez
5
6
5
Riley
4
5
5
Chan
8
8
8
*Ratings on a scale of 1 to 10.
Validity
How well a test or selection
procedure measures a person’s
attributes.
Validity Goals
How Well Tool Measures
 What Tool Measures
 Predict Job Performance
 Make Good Judgment (inferences)
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Many Types of Validity
Face validity
 Criterion-Related
 Content Validity
 Construct Validity
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Face Validity
How Relevant Selection Procedure
Appears
 To Applicant or to Administrator
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Criterion-Related Validity
The extent to which a selection tool
predicts, or significantly correlates
with, important elements of work
behavior.
“Competencies”
Steps in Validating a Test (Criterion-Related Validity)
Examination of the job
Job analysis/specifications
Selection of criteria
Selection of tests for tryout
Collect criterion data (concurrent method)
Administer tests
OR
Alternative/optional
Collect criterion data
(predictive method)
(LATER)
Relate test scores to criterion data,
then cross validate
Plan research for test
(continuing cross-validation)
Interpret results for operational use of tests
Include test(s) in selection
process (operational)
Analyze follow-up data
Revise operational program
Content Validity
The extent to which a selection
instrument, such as a test,
adequately samples the knowledge
and skills needed to perform a
particular job.
Construct Validity
The extent to which a selection tool
measures a theoretical construct or
trait.
COMPETENCIES
COMPETENCIES
Predictive Validity
The extent to which applicant’s
match criterion data obtained from
those applicants/employees after
they have been on the job for some
indefinite period.
Cross-Validation
Verifying the results obtained from a
validation study by administering a
test or test battery to a different
sample (drawn from the same
population).
Concurrent Validity
The extent to which test scores (or
other predictor information) match
criterion data obtained at about the
same time from current employees.
Sources of Information
About Job Candidates
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Application Forms
Biographical information Blanks
Interviews
Tests
Background Investigations
Polygraph
Honesty Tests
Medical Examination/Drug Screens
References and Credit Checks
Interview Validity
Reliability (Repeated Results
Comparisons)
 Selection Criteria
 Structure Level of the
Interview
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Interviewing Methods
Non-directive Interviews (Candidate
Leads)
 In-Depth (Lengthy by Professionals)
 Patterned
 Structured
 Situational
 Behavioral
 Case
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The Non-Directive Interview
Candidates Leads
 Information, Attitude, Feelings, Flow
 Tell you more than can ask
 Manager/Executive Level Job
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Nondirective Interview
An interview in which the applicant
is allowed the maximum amount of
freedom in determining the course
of the discussion, while the
interviewer carefully refrains from
influencing the applicant’s remarks.
The In-Depth Interview
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Non-directive Elements
Follow-up with Depth Questions
Focus on Feelings, Attitudes, Judgments
Probing Selected Factors:
Why/Judgments/Decisions
Focus on Problems – Create Stress
Career Progress Potential Assessment;
Not just job.
The Pattern Interview
Detailed Questions in Targeted
Dimensions
 Follow a Form: For Comparisons
 High Validity and Reliability
 Separate Facts from Inferences
 Requires Great Interviewer Training
 Creates a Consistent Flow of Info
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Structured Interview
An interview in which a set of
standardized questions having an
established set of answers is used.
 Same interview for all candidates.
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The Highly Structured
Interview
Questions Based on Job
Requirements
 Distinct Types of Questions
 Sample Good Responses
 Multiple Raters
 Consistency Applied
 Documentation
 “Fostered by EEO Requirements”
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Types of Questions
Situational Questions (Reality Focus)
 Job Knowledge Questions
(Capability)
 Simulation Questions (Results
Focus)
 Requirements of Job (Qualifications)
 Behavioral Questions (Motivations)
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Advantages of Patterned and
Structured Interviews
Decision Making Facts
 Eliminates Discrimination
 Less Legal Liability
 Reliable and Valid
 Drives through Info Collection
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Situational Interview
An interview in which an application
given a hypothetical incident and
asked how he or she would respond
to it.
Actions
And
Behaviors
Behavioral Based
Interview (BBI)
An interview in which an applicant is
asked questions about what he or
she actually did in a given situation.
“Past Predicts Future”
EMPLOYERS SHOULD CONSIDER
“CAN-DO” AND “WILL-DO” FACTORS
IN SELECTING PEOPLE
“CAN-DO”
FACTORS
Knowledge
Skills
Aptitudes
X
“WILL-DO”
FACTORS
Motivation
Interests
Personality characteristics
=
JOB
PERFORMANCE
Panel Interview
An interview in which a board of
interviewers questions and observes
a single candidate.
Panel Evaluations
Summation of several interviewers
evaluations in different interviews.
Types of Questions to Use
Open Ended Questions
 Hypothetical Case Questions
 Past Behavioral Inquiries
 Why-Where-Who-How-What
 Probing into Background
 Stress and Pressure Inducing
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Types of Questions to Avoid
YES/NO Response
 CONTENT/SKILLS if already
apparent
 Illegal Questions
 Non-relevant
Questions
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Questions to Avoid For Legal
Reasons (Direct or Implied)
Race
 Color
 Age
 Religion
 Gender
 National Origin
 Marital Status
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“Based on USA laws”
Sticky Legal Questions
Inappropriate
Questions
Do you have any
physical defects?
More Appropriate Questions
Do you have any physical disabilities or
impediments which might in any way
hinder your ability to perform the job
for which you have applied?
Have you had any recent or past illness
Have you had any
or operations which might, in any way,
recent or past illness or
hinder your ability to perform the job
operation?
for which you have applied?
What was the date of
your last physical
exam?
Are you willing to take a physical exam
at our expense if the nature of the job
requires one?
Sticky Legal Questions
Inappropriate
Questions
More Appropriate Questions
Are you a U.S. citizen?
Do you have the legal right to live and
work in the U.S.?
Date of birth?
Are you over 18?
Age?
Are you over 18?
Sticky Legal Questions
Inappropriate
Questions
More Appropriate Questions
What are you
hobbies? Interests?
Do you have any hobbies or interests which have a
direct bearing on the job you are seeking?
Have you ever been
arrested for a
misdemeanor or
felony?
Have you since the age of 18, ever been convicted
of a misdemeanor or felony? (Note: A conviction
will not necessarily bar you from employment.
Each conviction will be judged on its own merits
with respect to time, circumstances, and
seriousness.)
Dates attended high
school? Or college?
Did you complete high school? College?
In what
extracurricular
activities did you
participate? Clubs?
While in school, did you participate in any
activities, or belong to any clubs, which have a
direct bearing upon the job for which you are
applying?
Sticky Legal Questions
Inappropriate
Questions
More Appropriate Questions
College subjects of
interest?
While in college, did you take any courses that
directly relate to the job for which you are
applying?
What salary
earnings do you
expect?
If you are employed, are you willing to accept
the prevailing wage for the job you are seeking?
Memberships (with
or without EEO
disclaimer)?
Have you ever belonged to a club, organization,
society, or professional group which has a direct
bearing upon your qualification for the job which
you are seeking?
Guidelines for Employment
Interviews
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Establish the objectives and scope of each interview.
Establish and maintain rapport.
Be an active listener.
Pay attention to body language.
Provide information as freely and honestly as possible.
Use questions effectively.
Separate facts from inferences.
Recognize biases and stereotypes.
Avoid the influence of “beautyism.”
Avoid the halo error.
Control the course of the interview.
Standardize the types of questions asked.
Keep careful notes.
End interview effectively.
Factors Influencing Interview Results
APPLICANT
• Age, race, sex, etc.
• Physical appearance
• Educational and work
background
SITUATION
• Political/legal
environment
•Marketplace
•organization
• Job interests and career
plans
• Role of interview in
selection system
• Psychological
characteristics: attitude,
intelligence, motivation,
etc.
•Selection ratio
• Experience and training
as interviewee
• Perceptions regarding
interviewer, job, company,
etc.
• Verbal and nonverbal
behavior
•Physical setting: comfort,
privacy, number of
interviewers
•Interview structure
INTERVIEWER
• Age, race, sex, etc.
• Physical appearance
• Psychological
characteristics: attitude,
intelligence, motivation,
etc.
•Experience and training
as interviewer
•Perceptions of job
requirements
•Prior knowledge of
applicant
•Goals for interview
Employment
Interview
Interview Outcome
and Decision Result
•Verbal and nonverbal
behavior
Employment Tests
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Objective
Norm Group Comparison
Job Related
Designed to Evaluate Applicant’s:
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Values
Interests
Personal Characteristics
(Personality/Attitudes)
Skills (KSAs)
Classification of Personnel Tests
Assessment Tests
on the Web
BPO Home Page
Values Tests
Measure a persons beliefs and
motivations
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Examples: Ethics, honesty, work ethics,
money, power, etc.
Interests Tests
Measure a person’s interests in
various activities
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Examples: Hobbies, enjoyments,
dislikes, etc.
Aptitude Tests
Measure of a person’s capacity to
learn or acquire skills.
Achievement Tests
Measures what a person knows or
can do right now.
Personality Tests
Measures the type of personality
characteristics.
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Examples: Assertiveness, extroversion,
organization, decisiveness, etc.
Highlights in HRM
TYPES OF STANDARDIZED TESTS COMMERCIALLY
AVAILABLE FOR USE IN PERSONNEL TESTING
TYPE OF TEST
WHAT IS MEASURED
EXAMPLE OF JOBS FOR
WHICH USED
General mental ability
Academic intelligence or
Scholastic aptitude
Managerial or executive
jobs; technical and clerical
jobs.
Multiaptitude
Several different aptitude
areas such as verbal,
numerical, spatial, and
mechanical
comprehension.
Wide variety of jobs from
executive to unskilled.
Dexterity
Finger dexterity, tweezer
dexterity, assembly.
Watch repairers, precision
electronic assemblers,
telephone installers.
Clerical aptitude
Verbal aptitude, numerical
aptitude, perceptual
speed.
Clerical jobs, inspectors,
checkers, packers.
CONTINUED . . .
Highlights in HRM
TYPES OF STANDARDIZED TESTS COMMERCIALLY
AVAILABLE FOR USE IN PERSONNEL TESTING
TYPE OF TEST
WHAT IS MEASURED
EXAMPLE OF JOBS FOR
WHICH USED
Mechanical aptitude
Mechanical
comprehension, spatial
relationships.
Variety of engineering and
mechanical jobs.
Personality
Range of personality
characteristics including
emotional adjustment,
self-confidence, and
perseverance.
Salespersons, managers,
and supervisors.
Supervisory and
managerial abilities
Attitudes and perceptions,
administrative skills,
decision-making abilities.
Managerial and
supervisory jobs.
Interest inventories
Major interest areas such
as scientific, literary,
investigative, and
computational.
Career planning.
Selection Ratio
The number of applicants compared
with the number of persons hired.
Evaluation Forms
There are several different
evaluation forms on the web.
 Copy/scan forms.
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Evaluation Forms
Essential to comparing job
candidates and recording
impressions.
“Paper and Online”
Relationship of Selection to
Other HRM Functions
Employment Applications
Application for Employment
P&G Management Application
Marathon Employment Application
Enterprise Rent-A-Car
BPAmoco Application
May Co. Application
Resume and
Cover Letter Tips
Handbook for Resume and Cover Letters
Sample Cover Letter
Formatting Tips
Action Verbs
Accomplishment Statements
Evaluation Forms
Eddie Bauer Interview Guide
I.U. Interview Evaluation Form
Candidate Keyword Evaluation Form
Selection Summary
Powell’s Trait Checklist
Targeted Selection Form
World Wide Web