Method Used in Selection

Method used in Selection
1) Interview
2) Reference Biographical Data
3)
4)
5)
6)
7)
8)
Physical Ability Test

Cognitive Ability Test
Personal Inventories
Work Sample
Honesty Test
Drug Test

1) Interview
) Selection interview is a selection
procedure designed to predict future
job performance on the basis of
applicants oral responses to oral
inquiries.
) Selection Interview defined as a
dialogue initiated by one or more
persons to gather information and
evaluate the qualifications of an
applicant for employment.

1) Interview
Interviews formats
o Structured interview - An interview
following a set sequence of questions.
o
Example of structured interview :

-Situational interview
-Behavioral interview
-Job related interview
o The questions and acceptable responses
are specified in advance and response are
rated for appropriateness of content.
o The interviewer followed a printed form to
ask a series of questions. All question are
same for all applicants.

1) Interview
Interviews formats
o Structured interview
Situational interview
o An
interview
procedure
where
applicants are confronted with specific
issues, questions, or problems that are
likely to arise on the job.
o A series of job-related questions that
focus on how the candidate would
behave in a given situation.
o In situational interview, you ask the
candidate what his / her behavior
would be in a given situation.

1) Interview
Interviews formats
Situational interview
o Situational judgment comes into two
varieties:
o Experience based - require an
applicant to reveal a actual
experience he/she had in the past
when confronting the situation.
o Future oriented ask what a
person is likely to do when
confronting a certain hypothetical
situation in the future.

1) Interview
Interviews formats
Behavioral interview
focus on how they reacted to actual
situations in the past.
o Ask interviewees to describe how
they reacted to actual situations in
the past.

1) Interview
Interviews formats
Job-related interview
focus on relevant past job-related
behaviors.
o The interviewer tries to deduce what
the applicants on-the-job
performance will be based on his/her
answer to questions about past
experience. The question dont
revolve around hypothetical or actual
situations or scenarios.

1) Interview
Interviews formats
o Unstructured interview - An unstructured
conversational-style interview in which
the interviewer pursues points of interest
as they come up in response to
questions.
o
o
o
Example of unstructured interview : open

ended question interview.
No set format to follow.
Allows the interviewer to ask follow-up
questions and pursue points of interest as
they develop.
Interviewees for the same job may or may not
get the same or similar questions.
Method used in SelectionInterview

Reliability
Validity
Standardizati
on
Objectivity
Legality
Low when unstructured and

assessing non observable traits
when
Low if unstructured and non behavioral
Low
Low, especially because of expense (use of

multiple interviewers who are trained to avoid
many of the subjective error)
Low because of subjectivity
interviewer bias; also, lack of
job- relatedness low
and potential
validity makes

) Most employee try to check and verify the job
applicants
background
information
and
references.
) Sources of information for background checks:
o
Former employers
(example, verify an applicants current position
and
salary)
o
Current supervisors
(example, discover more about persons motivation,
technical competence)
o
Commercial credit rating companies
(example, credit standing, indebtedness)
o
Written references
o
Social Networking Sites

) How deeply
the employer search
depends
on
the
position
that
employer seek to fill. For example,
education check are important to hire
a accountant than a groundskeeper.
) Reasons for investigations and checks
o To verify factual information provided by
applicants.
o To uncover damaging information such
as criminal records and suspended
drivers licenses.

) Extent of investigations and checks
o
o
o
o
o
o
Reference checks
Background employment checks
Criminal records
Driving records
Credit checks
Legal eligibility for employment
compliance with immigration laws)
o Licensing Verification
(in

) Limitations
on
Reference
Biographical Data
Reference providers concerns:
o Fear of legal reprisal for defamation
o Legal issue: Privacy
o Not wanting to damage the applicants
chances
o Helping to get rid an incompetent
employees

- Reference Biographical Data
(Reference Checks)

- Reference Biographical Data
(Biographical Information)

3) Physical Ability Test
) Physical Ability Test is tests that measure static
strength, dynamic strength, body coordination,
and stamina.
) Physical Ability Test can predicting performance
and
predicting
occupational
injuries
and
disabilities as well.
) Class of test in Physical Ability Test:
o
o
o
o
o
o
o
Muscular tension
Muscular power
Muscular endurance
Cardiovascular endurance
Flexibility
Balance
Coordination

- Physical Ability Test

4) Cognitive Ability Test
) Cognitive Ability Test is test that include
three dimensions: verbal comprehension,
quantitative ability and reasoning ability.
) Tests of cognitive abilities
o
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. Example,
engineer require mechanical comprehension.

) Is test that include three dimensions: verbal
comprehension, quantitative ability and
reasoning ability.
) Verbal comprehension
o
Refers to a persons capacity to understand and

use written and spoken language.
) Quantitative ability
o
Concerns the speed and accuracy with which

one can solve arithmetic problems of all of kinds.
) Reasoning ability
o
Refers to a persons capacity to invent solutions

to many diverse problems.

) The changing nature of the economy ,
the adaptability of workers has become
a critical concern of many employers.
) People who are high in adaptability
have been found to be skilled at
o
o
o
o
o
Handling emergencies
Managing stress
Solving problems
Learning new technologies
Dealing with culturally diverse populations

- Cognitive Ability Test

5) Personal Inventories
) Tests that use projective techniques and trait
inventories to measure basic aspects of an
applicants personality, such as introversion, stability,
and motivation.
) Disadvantage
o
Personality testsparticularly the projective typeare the

most difficult tests to evaluate and use.
) Advantage
o
o
o
Tests have been used successfully to predict dysfunctional

job behaviors and identify successful candidates for
overseas assignments.
Can find the relationship between a measurable
personality trait and work performance/success on the job.
Personality test can help determine whether an
employees erratic behavior will pose a threat to workplace
safety.

5) Personal Inventories.
) Industrial psychologists often emphasize
the Big Five personality dimensions as
they apply to personnel testing.

Personal Inventories - Big Five

5) Personal Inventories
) Extraversion, Conscientiousness, and
openness to experience were strong
predictors of leadership.
) Conscientiousness has been the
most
consistent
and
universal
predictor of job performance.
) Conscientiousness
positively
predicted intrinsic (job satisfaction)
and
extrinsic
(income
and
occupational status) career success.

- Personal Inventories

6) Work Sample
) Work sample is actual job tasks are
used
in
testing
applicants
performance.
) The key in this and other forms of
work sample tests is the behavioral
consistency
between
the
requirements of the job and the
requirements of the test.

6) Work Sample
) Work sampling technique
o A testing method based on measuring
an applicants performance on actual
basic job tasks.
) Work sampling technique measures

how a candidate actually performs
some of the jobs basic tasks and it
is harder for candidate to fake
answers.

6) Work Sample
) In the area managerial selection, work
sample tests are typically the cornerstone
in assessment centers.
) Assessment center - A process in which
multiple
raters
evaluate
employee
performance on a number of exercises.
o
Evaluation by observation of expert
) Assessment center is used to describe a

wide variety of specific selection programs
that employ multiple selection methods to
rate either applicants or job incumbents on
their managerial potential.

6) Work Sample
) Typical work sample test include:
o) The in-basket
o) Leaderless group discussion
o) Management games
o) Individual presentations
o) Objective tests
o) The interview

6) Work Sample
) Video-Based situational testing
o
A situational test comprised of several

video scenarios, each followed by a
multiple choice question that requires
the candidate to choose from among
several courses of action.
While the evidence is mixed, the results
suggest that video-based situational
tests can be useful for selecting
employees.

6) Work Sample
) The miniature job
evaluation approach
o
training
and
Candidates are trained to perform a

sample of the jobs tasks, and then are
evaluated on their performance.
The approach assumes that a person
who demonstrates that he or she can
learn and perform the sample of tasks
will be able to learn and perform the job
itself.

- Work Sample

7) Honesty Test
) The polygraph (or lie detector)
o A device that measures physiological
changes like increased perspiration.
o The assumption is that such changes
reflect changes in emotional state that
accompany lying.

7) Honesty Test
) Paper-and-pencil honesty tests
o Psychological tests designed to predict job
applicants proneness to dishonesty and
other forms of counterproductivity.
o Elimination of polygraph.
o Measure attitudes regarding things like
tolerance of others who steal, acceptance of
rationalizations for theft, and admission of
theft-related activities.
o One large-scale review of
the use of
Honesty Test for measuring honesty,
integrity, , dependability, conscientiousness,
trustworthiness and reliability.

- Honesty Test

8) Drug Test
) Test for drugs. Devise a drug-testing program
and give each applicant a copy of the policy.
) Major controversies surrounding drug test
involve not their reliability and validity but
whether they represent an invasion of privacy,
an unreasonable search and seizure, or a
violation of due process.
) Employers considering the use of drug test must
make sure that their drug testing programs
conform to some general rules.
) The test should be administered systematically
to all applicants for the same job.
) Test result should be reported back to applicant.

- Drug Test

Method Used in Selection

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