HB 307 1st EditionLecture 9 Current LectureBackground Investigations• Organizations using credit reports must:1. Check state laws to see if credit reports can legally be used.2. Advise and receive written consent from applicants if a report will be requested.3. Provide a written certification to the consumer reporting agency as to the purpose of the report.4. Provide applicants a copy of the consumer report as well as a summary of their rights under the CCRRA.5. Must provide an adverse-action notice a person if that person is not hired and contact information related to the reporting agency. Preemployment Test- An objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) in relation to otherindividuals.- Pre-employment testing hasthe potential for lawsuits. Approaches to Validation • Criterion-related ValidityThe extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior.A high score indicates high job performance potential; a low score is predictive oflow job performance.• Predictive ValidityThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.The extent to which applicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period• Content validityThe extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job.Example: typing tests, driver’s license examinations• Construct validityThe extent to which a selection tool measures a theoretical construct or trait.Are difficult to validateExample: creative arts tests, honesty testsDecision Making Strategy • Selection Considerations:Should individuals to be hired according to their highest potential or according to theneeds of the organization?At what grade or wage level to start the individual?Should selection be for employee-job match, or should advancement potential be considered?Should those not qualified but qualifiable be considered?Should overqualified individuals be considered?What effect will a decision have on meeting affirmative action plans and diversity considerations?Statistical Approach • Compensatory ModelPermits a high score in one area to make up for a low score in another area.• Multiple Cutoff ModelRequires an applicant to achieve a minimum level of proficiency on all selection dimensions.• Multiple Hurdle ModelOnly applicants with sufficiently high scores at each selection stage go on to subsequent stages in the selection process.• Selection RatioThe number of applicants compared with the number of people to be hired.• Cutoff ScoreThe point in a distribution of scores above which a person is considered and below which a person is rejected.• Final DecisionSelection of applicant by departmental or immediate supervisor to fill vacancy.Notification of selection and job offer by the human resources