Employee Testing and Selection

Why Careful Selection is Important

The Importance of Selecting the Right Employees

Organizational Performance

Costs of Recruiting and Hiring

Legal Obligations and Liability

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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?

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A Slide from the Rorschach Test

Source: http://en.wikipedia.org/wiki/File:Rorschach1.jpg, accessed July 64 27,

2009.

Types of Validity
Test Validity

Criterion Validity

Content Validity

Face Validity

Criterion Validity shows that scores on the test (predictors) are related to job performance Content Validity shows that the test contains a fair sample of the tasks and skills actually needed for the job in question

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How to Validate a Test

Steps in Test Validation
1

Analyze the Job: predictors and criteria Choose the Tests: test battery or single test Administer the Tests: concurrent or predictive validation Relate Your Test Scores and Criteria: scores versus actual performance Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample
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2 3

Examples of Web Sites Offering Information on Tests or Testing Programs

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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 above average and those scoring between 57 and 64 have a 97% chance.
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Testing Program Guidelines

1. 2. 3. 4. 5. 6. 7. Use tests as supplements. Validate the tests. Monitor your testing/selection programme. Keep accurate records. Use a certified psychologist. Manage test conditions. Revalidate periodically.

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Test Takers Individual Rights and Test Security

Under the APAs 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.

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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

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Computerized and Online Testing

Online tests Telephone prescreening Offline computer tests Online problem-solving tests

Types of Tests
Specialized work sample tests Numerical ability tests Reading comprehension tests Clerical comparing and checking tests

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Types of Tests
What Tests Measure

Cognitive (Mental) Abilities

Motor and Physical Abilities

Personality and Interests

Achievement

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Work Samples and Simulations

Measuring Work Performance Directly

Work Samples

Management Assessment Centers

Video-Based Situational Testing

Miniature Job Training and Evaluation

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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.

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Background Investigations and Reference Checks (continued)

Former Employers

Current Supervisors

Sources of Information

Commercial Credit Rating Companies

Written References

Social Networking Sites

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Limitations on Background Investigations and Reference Checks

Legal Issues: Defamation

Employer Guidelines

Background Investigations and Reference Checks

Legal Issues: Privacy

Supervisor Reluctance
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Making Background Checks More Useful

1. 2. 3. 4. 5. Include on the application form a statement for applicants to sign explicitly authorizing a background check. Use telephone references if possible. Be persistent in obtaining information. Use references provided by the candidate as a source for other references. Ask open-ended questions to elicit more information from references.

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Using Pre-employment Information Services

Acquisition and Use of Background Information
1

Disclosure to and authorization by applicant/employee

Employer certification to reporting agency Providing copies of reports to applicant/employee

2 3

Notice of adverse action to applicant/employee

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Handwriting of an Uptight Personality

Source:http://www.graphicinsight.co.za/writingsamples.htm#The

%20Uptight%20Personality%2, accessed March 28, 2009. Used with permission ofwww.graphicinsight.co.za.

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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 applicants health for future insurance or compensation claims.

To reduce absenteeism and accidents.

To detect communicable diseases that may be unknown to the applicant.
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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
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Procedure in Complying with the countrys Immigration Law

1. Hire only citizens and aliens lawfully authorized to work in the country 2. Advise all new job applicants of your policy. 3. Require all new employees to complete and sign the verification form designated by the Immigration and Naturalization Service (INS) to certify that they are eligible for employment. 4. Examine documentation presented by new employees, record information about the documents on the verification form, and sign the form.

5. Retain the form for three years or for one year past the employment of the individual, whichever is longer.
6. If requested, present the form for inspection by INS or Department of Labor officers. No reporting is required.

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KEY TERMS
negligent hiring:
A legal claim made against an employer by a damaged employee who claims that the employer either knew about or should have known about a situation in the employee's past that indicates they may be violent or untrustworthy. A business can help avoid negligent hiring claims by performing a background check, drug test and medical exam prior to hiring a new employee.

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
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