PowerPoint PresentationEvaluation Selection Method StandardsLegalitySlide 4InterviewsKeeping Questions LegalBehavorial InterviewSlide 8Behavorial Interview Q’sSlide 10Other Selection MethodsSlide 12Slide 13Slide 14Slide 15How An Organization is Staffed: Selection and Placement6-2Evaluation Selection Method StandardsUtilityLegality – selection methods must follow existing laws6-3LegalityCivil Rights ActProtects individuals from discrimination based on race, color, sex, religion and national originAge Discrimination in Employment ActCovers over age 40 individualsNo protection for younger workersOutlaws almost all “mandatory retirement” programsAmericans with Disabilities ActProtects individuals with physical or mental disabilities Reasonable accommodations are required by the organization to allow the disabled to perform essential functions of the job6-4Cognitive Ability TestWork SamplePersonality Assessment Selection Methods6-5InterviewsSelection interviewsdialogue initiated by one or more persons to gather information and evaluate applicant’s qualifications for positionIncrease interview effectiveness:Interviewers on the same page about the jobInterviews structured, standardized, and focused on goals oriented to skills and observable behaviorsInterviewers able to quantitatively rate interviewsInterviewers have structured note-taking system6-6Keeping Questions LegalAlways ask questions that pertain to the jobDo not ask questions related to protected classesBe careful when making small talk!6-7Behavorial InterviewBehavioral question (aka STAR or behavior-based questions) aims at learning about past “behaviors” in specific work situationsVs. future-oriented questions which ask what a person is likely to do in a hypothetical situation6-86-9Behavorial Interview Q’sTell me about a team project when you had to work with someone difficultTell me about a time you failed. How did you deal with this situation?Describe a time when you had to interact with a difficult client. How did you handle it?Describe a time when you were able to come up with new ideas that were key to the success of some activity or projectDescribe a situation in which you recognized a potential problem as an opportunity6-10Cognitive Ability TestWork SamplePersonality AssessmentSelection Methods6-11Other Selection MethodsReferences, biographical data, and applications gather background informationoWeak predictors of future job successPhysical ability tests relevant for predicting job performance, occupational injuries and disabilitiesomuscular tension, power, and enduranceocardiovascular enduranceoflexibilityobalanceocoordination6-116-12Other Selection MethodsCognitive ability test differentiates individuals based on mental vs physical capacitiesoVerbal comprehensionoQuantitative abilityoReasoning abilityWork-sample tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs6-13Other Selection MethodsPersonality assessments categorize people by personality characteristics and attempt to measureoEmotional intelligenceo“Cultural fit” with department or companyoAttitudeoBehavioroLeadership style6-14Honesty TestsPolygraph Act of 1988 banned use of polygraph tests for private companies except pharmaceutical and security guard suppliersPaper-and-pencil honesty testing attempts to assess likelihood employees will steal6-14Other Selection Methods6-15Drug TestsTend to be reliable and validMajor controversies include:oInvasion of privacy?oUnreasonable search and seizure?oViolation of due process?Tests should be administered to all applicants applying for the same jobTesting more defensible with safety hazards associated with failure to performTest results should be reported to applicants, who should have an avenue to appealOther Selection
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