Chapter #6…….Selection and
Testing
Why careful Selection?
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Your performance depends upon the
strength of your team members
Cost $112,000 /position filled
Legal implications
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EEO laws
Negligent hiring
EEO Laws apply to all selection
devices
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Interviews
Applications
References
Background checks
Negligent Hiring and Retention
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18.7% have lied about their criminal record
14.8% lied about their workers’ comp
29.6% Misrepresent their education
25% Misrepresent employment history
33% will steal from er this year
30% of all small business failures due to ee theft
Annual cost of theft and fraud is 4 billion
53% of applications contain falsehoods
23% have wrong SSI numbers
71% of all drug abusers have jobs
Workplace violence costs over 36 billion yearly this in an increase of 850%
In the last five years
How to eliminate negligent hiring
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Recruitment
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Job analysis
Know job and job specs
Do not exaggerate jobs
Show job descriptions to applicants
Turnover costs
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Discipline costs
Disruption
Lost customers
Training
Lost productivity and reduced morale
Validity
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Test validity
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Criterion validity
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Tests scores predict job performance
Content validity
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Tests contain a sample of the skills needed on job
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Testing conditions should resemble the real job.
 Look #128 How do you interpret this picture>
Reliability
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The consistency of scores
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Test retest reliability
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Equivalent form estimate
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GRE, SAT is an example
Internal consistency
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To measure a persons abilities by several different
measures or questions.
How do you validate a Test?
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Analyze the job
Choose the Tests
Administer the test
Relate your test scores to the criterion. (job
performance)
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Expectancy charts #131
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Shows relationship between the test scores and job
performance.
Expectancy Charts #131
CROSS VALIDATE AND REVALIDATE
Try it out a few times.
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Types of Testing procedures
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Computer-interactive testing.
Intelligence testing
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Specific Cognitive Abilities
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Stanford Binet, Wechsler, Nonverbal intelligence
Mechanical Reasoning Test
Physical and Motor Abilities
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Crawford Small Part Dexterity Tests
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Minnesota Manipulation Tests
Personality and Interest Tests
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MBTI
Tests cont
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Work Sample Tests
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Management assessment centers
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Actual jobs tasks (welding)
Applicants are put in hypothetical situations
Video-Based Situational Testing
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Miniature Job Training and Evaluation Approach
Train and then evaluate performance after training
Tests
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Brainbench.com
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Wonderlich.com
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Stanford-Binet .com
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Wechsler.com
Document, document, document
Your best defense
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All paperwork
Make sure all forms are complete or do not
accept them
Do applicants have too many excuses?
Crosscheck all information on application with
resume.
Get release forms signed
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1-9 forms IRCA
Substance abuse release
Searches
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Social Security Report
Criminal Records
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Reveals felonies and misdemeanors
County, State and Federal History
Social Security Number
National Warrants
Civil records
Credit Reports
Motor Vehicle Report
Education Verification
Prior employment
Military records
Professional License verification
Worker’s comp (post hiring/ADA)
Medicaid Sanctions
Child or elder care abuse
Should You Use A Service?
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OK but Be Careful
ADA prohibits delving into disabilities
Asking about comp claims
Theft
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Theftnet..has names of workers who have signed
admissions that they stole
Only use information that is job related
Keep it confidential an up to date
Never authorize an unreasonable investigation.
How to find a employment
screening provider
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www.workforce.com to look at a list of
screening companies
www.publicrecordsources.com more
leading screening companies
www.uwex.edu/ces/cced/publicat/turn.html
How to calculate turnover costs
The Issue of Privacy
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The federal Privacy
Act gives federal ees
the right to inspect
their files and limits
the disclosure of
personnel information
without employee’s
consent.
Need to know rule
Defamation
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15% - 20% of
applicants try to hide
something
Fair Credit and
Reporting Act 1970
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You can see reports
You are given time to
check.
You can sue for
defamation
Background Investigations
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95% US Corps do checks
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Driving record
Criminal charges
 Credit worthiness
 Law suits
 Education history
 Past employment
 Neighbors, coworkers
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Giving References?
Know the law.
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Privacy Act of 1974
Fair Credit Reporting
Act l970
Family Education
Rights and Privacy
Act
Freedom of
Information ACt
You must report dangerous
behavior
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Laws say you have a
right to know your
information
Don’t volunteer
anything
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Dates of employment
Eligibility for rehire
Salary history
What works
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Insert release statements in applications
Rely on telephone checks more than
written ones
Look for red flags when checking
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Hesitations
Ask references for other references
Ask open ended questions
Polygraph and Honesty Testing
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Not permitted unless
FBI, national defense, security personnel,
people having drug access.
Tests now used
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Ask blunt questions,than listen and observe body
language
Phase II Profile tests (paper and pencil)
California Psychological
Employment Inventory
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Have been validated
More Tests
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Graphology
Physical
Examinations
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Only after hired
To establish baseline
of ees health
Insurance
Substance Abuse Screening
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Test before formally
hired
Random Testing
After accidents
With reasonable
doubt
OK Law
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$500.00 loss