Chapter 6 Selecting Employees Protected groups Gender Race Religion Age Disability How could a company justify a selection using method that could have a negative impact on one of the protected groups Hooters not hiring men as servers justification example reasoning was that its classified as an entertainment business Interview types 2 questions Behavioral An interview procedure in which applicants are asked to describe what they have done in the past to resolve issues questions or problems on the job Situational An interview procedure in which applicants are asked what they might do about specific issues questions or problems that are likely to arise on the job hypothetical Structured A selection interview that consists of a predetermined set of questions for the interviewer to ask Non Directive An interview that relies on open ended questions and allows great discretion in the choice of questions lacks reliability Multi hurdle selection model Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process dropped from process immediately at failure 1 or 2 Compensatory selection model Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another high score in one can compensate for a low score in another 1 or 2 Explain the steps in a firm s employee selection process know steps and how resumes and reference checks fit into steps Organizations should create a selection process in support of its job descriptions The selection process should be set up in a way that it lets the organization identify people who have the necessary KASOs o A review of candidates applications and r sum s o Organization may use tests with candidates who meet basic requirements This kind of strategic approach to selection requires ways to measure the effectiveness of the selection tools o The method provides reliable info o The method provides valid info o The info can be generalized to apply to the candidates o The method offers high utility o The selection criteria are legal The selection process must be conducted in a way that avoids discrimination and provides access to persons with disabilities o This means selection methods must be valid for job performance and scores may not be adjusted to discriminate against or give preference to any group Selection process typically includes A review of candidates applications and r sum s Organization may use tests with candidates who meet basic requirements o Aptitude Test Assess ability to learn acquire skills and abilities o Achievement Test Measures existing knowledge and skills o Other Tests Medical Exam Physical Ability Cognitive Ability Job Performance Work Samples Personality Honesty Drug Any company that uses physical ability exam is more open to discrimination charges Qualified candidates undergo one or more interviews Organizations check references and conduct background checks Candidates are selected to fill vacant positions 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 Understand the differences between permissible and impermissible interview questions disability 2 questions about Explain how certain employee selection practices make an organization vulnerable to discrimination claims 1 Three acts have formed the basis for a majority of the suits filed by job applicants Civil Rights Act of 1964 and 1991 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1991 Some type of selections processes could have a negative impact on a certain protected group which makes the org vulnerable to discriminations Must be able to prove that it is job related The 1 interviewer turn off is dressing to provocatively 2 resume typos 3 asking about salary Connect 1 Reference and background checks are conducted to verify the info provided by the applicant 2 When did you attend high school is an impermissible question for applications and interviews Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews The organization may not ask questions that gather information about a person s protected status even indirectly 3 R sum s are an inexpensive way to gather information and provide employers with a starting point 4 Cognitive ability reasoning ability tests are designed to measure mental abilities such as verbal skills quantitative skills and 5 A selection interview that consists of a predetermined set of questions for the interviewer to ask is termed a structured interview 6 Panel interview each candidate is a selection interview in which several members of the organization meet to interview 7 The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is referred to as the compensatory model 8 a Asking how many days the candidate missed is not a good technique because it would violate the American s with Disabilities Act pre employment questions must focus on job performance not physical ability b A cognitive ability test would be least valuable because a personality inventory would better assess the candidate s flexibility and problem solving abilities than an intelligence test would c The fact that applicants may not like the test is not a strong factor weighing against the usefulness of conducting a physical ability test for a job as driver mover d A judged competition asking applicants to perform the test they would actually do on the job would be an acceptable job performance test e The moving company should conduct drug tests for all applicants because of the risk of harm and damage associated with substance abuse while driving f Cognitive ability tests differentiate individuals based on mental rather than physical capacities and generally include 3 dimensions verbal comprehension quantitative ability and reasoning ability g Job performance tests attempt to simulate the job in a pre hiring contest to observe how the applicant might perform in actual job conditions Because they are so closely related to the job itself job performance tests