Selecting Employees and

CHAPTER 6
Placing Them in Jobs
What Do I Need to Know?

Identify the elements of the selection Describe major types of employment

process. tests.

Define ways to measure the success of Discuss how to conduct effective

the selection method. interviews.

Compare the common methods used Explain how employers carry out the
for selecting human resources. process of making a selection decision.
 Personnel Selection

Personnel Selection: the process through which

organizations make decisions about who will or
will not be allowed to join the organization.

• Selection begins with the candidates identified

through recruitment.
• It attempts to reduce their number to the
individuals best qualified to perform available jobs.
• It ends with the selected individuals placed in jobs
with the organization.
 Figure 6.1: Steps in the Selection Process

Screening
Applications Interviewing Making
and Resumes Candidates Decision

1 2 3 4 5

Testing and Checking

Reviewing Work References and
Samples Background
 A Strategic Approach
to Personnel Selection

Organizations should The selection process should This kind of strategic

create a selection be set up in a way that it lets approach to selection
process in support of the organization identify requires ways to measure
its job descriptions. people who have the the effectiveness of the
necessary KSAOs. selection tools.
 Criteria For Measuring The Effectiveness
Of Selection Tools And Methods

The method provides reliable information.

The method provides valid information.
The information can be generalized to apply to the
candidates.
The method offers high utility.
The selection criteria are legal.
Reliability Reliability: the extent to which a
measurement is free from random error.

A reliable measurement generates consistent results.

Organizations use statistical tests to compare results over

time.
• Correlation coefficients

• A higher correlation coefficient signifies a greater degree of

reliability.
Validity: the extent to which the performance on
a measure (such as a test score) is related to
what the measure is designed to assess (such as
job performance).

Validity
 Criterion-Related Validity
a measure of validity based on showing a substantial
correlation between test scores and job performance
scores.
Predictive Validation
Research that uses the test scores of
all applicants and looks for a
relationship between the scores and
future performance of the applicants
who were hired.
Concurrent Validation
Research that consists of
administering a test to people who
currently hold a job, and then
comparing their scores to existing
measures of job performance.
 CONTENT VALIDITY CONSTRUCT VALIDITY

Consistency between the Consistency between a

high score on a test and
test items or problems and high level of a construct
the kinds of situations or (i.e., intelligence or
leadership ability) as well
problems that occur on as between mastery of this
the job. construct and successful
performance of the job.
Gathering Background Checks Résumés
Background
Information

Reference Checks Application Forms

Employment Tests

APTITUDE TESTS ACHIEVEMENT TESTS

assess how well a person measure a person’s existing

can learn or acquire skills knowledge and skills.
and abilities.
Employment Tests and Work Samples

Medical Physical Cognitive

Drug Tests
Examinations Ability Tests Ability Tests

Job
Personality
Honesty Tests Work Samples Performance
Inventories
Tests
 INTERVIEWS TECHNIQUES

Structured Situational Behavior

Nondirective
Interview Interview Description
Interview
Interview
 How Organizations Select Employees

Multiple-Hurdle Model Compensatory Model

Process of arriving at a Process of arriving at a

selection decision by selection decision in
eliminating some which a very high score
candidates at each stage on one type of
of the selection process. assessment can make up
for a low score on
another.
Communicating the Decision
When a candidate has been selected,
the organization should communicate
the offer to the candidate. The offer
should include: 1 Job responsibilities
2 Work schedule
3 Rate of pay
4 Starting date
5 Other relevant details