4. 5.
List eight tests you could use for employee selection, and how you would use them. Explain the key points to remember in conducting background investigations.
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Meaning of Recruitment
Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs in an organization.
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Process of Recruitment
Finding out the sources where suitable persons will be available for recruitment
Employment condition
Rate of growth
Promotions
Transfers Present employees
Internal sources
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External sources
1. Advertisement 2. Employment exchanges 3. Educational institutions 4. Unsolicited applicants 5. Casual callers 6. Labor contractors 7. Gate recruitment 8. Walk-in interview 9. Competitors
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1. 2. 3. 4. 5. 6. 7.
Internal sources Public employment exchanges Labour contractors Candidates introduced by friends and relatives. Casual labourers Private employment agencies/consultants Campus recruitment such as institutes of management, institute of technology, engineering colleges, university campuses etc. 8. Sons of soul: Vacancies at lower levels should be filled from local people (followed in public sector undertakings)
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Meaning of selection
Selection is a process of identifying and choosing the best person out of a number of prospective candidates for a job.
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Reject applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job in question.
Balance the applicants privacy rights with others need to know, especially when you discover damaging information. Take immediate disciplinary action if problems arise.
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Test validity
The accuracy with which a test, interview, and so on measures what it claim to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure?
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Types of Validity
Criterion validity
A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).
Are test scores in this class related to students knowledge of human resource management?
Content validity
A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.
Do the test questions in this course relate to human resource management topics? Is taking an HR course the same as doing HR?
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Predictive validation
Later-measured performance with prior scores
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Sample Test
Use of testing
Less overall testing now but more testing is used as specific job skills and work demands increase.
Screen out bad or dishonest employees Reduce turnover by personality profiling
Source of tests
Test publishers
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Computer-Interactive Testing
Types of tests
Specialized work sample tests Numerical ability tests Reading comprehension tests Clerical comparing and checking tests
Telephone prescreening Offline computer tests Virtual inbox tests Online problem solving tests
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Online tests
Types of Tests
Tests of cognitive abilities
Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability.
Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability.
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You promote a product but sales dont increase. (Fact1) You ask the question Why didnt sales increase? (Induction) You infer a conclusion (hypothesis) to answer the question: The promotion was poorly executed. (Hypothesis) You use this hypothesis to conclude (deduce) that sales will not increase during a poorly executed promotion. You know from experience that ineffective promotion will not increase sales. (Deduction1) We deduce that a well-executed promotion will result in increased sales. (Deduction2) We run an effective promotion, and sales increase. (Fact2)
Induction and deduction are used together in research reasoning. Induction occurs when we observe a fact and ask, Why is this? In answer to this question, we advance a tentative explanation (hypothesis). The hypothesis is plausible if it explains the event or condition (fact) that prompted the question. Deduction is the process by which we test whether the hypothesis is capable of explaining the fact.
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Advantage
Tests have been used successfully to predict dysfunctional job behaviors and identify successful candidates for overseas assignments.
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Emotional stability/neuroticism
The tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurity, and hostility.
Openness to experience
The disposition to be imaginative, nonconforming, unconventional, and autonomous.
Agreeableness
The tendency to be trusting, compliant, caring, and gentle.
Conscientiousness
Is comprised of two related facets: achievement and dependability.
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Other Tests
Interest inventories
Personal development and selection devices that compare the persons current interests with those of others now in various occupations so as to determine the preferred occupation for the individual.
Achievement tests
Test that measure what a person has already learnedjob knowledge in areas like accounting, marketing, or personnel.
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Work Samples
Work samples
Actual job tasks are used in testing applicants performance.
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Work Simulations
Management assessment center
A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance.
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Family Education Rights and Privacy Act of 1974 (and Buckley Amendment of 1974)
Freedom of Information Act of 1966 1990 Americans with Disabilities Act (ADA)
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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. Ask open-ended questions to elicit more information from references. Use references provided by the candidate as a source for other references.
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Step 2Certification.
The employer must certify to the reporting agency that the employer will comply with the federal and state legal requirements.
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Other exceptions
Hiring of private security personnel Hiring persons with access to drugs Conducting ongoing investigations involving economic loss or injury to an employers business.
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Graphology
Graphology (handwriting analysis)
Assumes that handwriting reflects basic personality traits. Graphologys validity is highly suspect.
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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 you should take 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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Types of tests
Urinalysis Hair follicle testing
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