1. Employee Selection

2. Employee Selection • Selection procedures must be related to employee success on the job • Selection procedures cannot have unfair impact on candidates HED 362 – L. Good

3. Employee Selection Selection Ratio • How selective you can be • # to be hired = (range from 1.0 – 0.0) # applicants • Higher the ratio (closer to 1.0) the LESS selective you can be HED 362 – L. Good

4. Employee Selection Selection Ratio • Lower ratios (close to 0.0) mean the more selection techniques will help in choosing EX: 25 needed = .167 (closer to 0.0) 150 applicants 1:6 ratio HED 362 – L. Good

5. Employee Selection Reliability • Stability (test-retest) • Consistency (interrater) HED 362 – L. Good

6. Two Types of Reliability A MEASURE OF STABILITY Test #1 Test #2 HIGH RELIABILITY VERY LOW RELIABILITY *Retest administered two days later. HED 362 – L. Good

7. Two Types of Reliability A MEASURE OF CONSISTENCY (Interrater Reliability) Test #1 Test #2 HIGH RELIABILITY VERY LOW RELIABILITY *Ratings on a scale of 1 to 9. HED 362 – L. Good

8. Validity • How well test measures what it is supposed to measure • Are measures related to job performance? HED 362 – L. Good

9. Validity Coefficient Examples Cash Register Accuracy Criterion Scores +.75 Predictor Math Score HED 362 – L. Good

10. Validity Coefficient Examples Criterion Scores +.35 Predictor HED 362 – L. Good

11. Validity Coefficient Examples Criterion Scores -.60 Predictor HED 362 – L. Good

12. Validity Coefficient Examples Criterion Scores 0.0 Predictor HED 362 – L. Good

13. 2 Approaches to Validation • Empirical or criterion-related (statistical) • Scores on predictors • Job success • Most difficult to develop/most valid HED 362 – L. Good

14. 2 Approaches to Validation 2.Content • No measure of job success • Content of predictor is evaluated • Not appropriate for abstract job behaviors (e.g. leadership) HED 362 – L. Good

15. Criterion measures • Dimensions of performance • Scores on behaviors HED 362 – L. Good

16. Predictor measures • Scores on selection techniques/tests • Interview, work sample, personality test, assessment center HED 362 – L. Good

17. Validity Coefficient • Correlation between criterion and predictor scores • Ranges from –1.0 to +1.0 • Closer to +1.0, the better predictor • The higher the validity coefficient, the more valid the selection test HED 362 – L. Good

18. Time 1 Current Empl. Current Empl. Predictor Scores Criterion Scores Validity Coefficient 2 Types of validation procedures Concurrent validation HED 362 – L. Good

19. Concurrent validation • Use current employees to get predictor and criterion scores • Immediate results • Convenient/quick • Current employees may not be as motivated as job applicants • Current employees may not be similar to future job applicants • Experience may make them score higher HED 362 – L. Good

20. Time 1 Hire Time 2 Job applicants Current Empl. Predictor scores Criterion Validity Coefficient 2 Types of validation procedures Predictive validity HED 362 – L. Good

21. Predictive validity • Predictor scores obtained from actual job applicants • Selection decisions made • Get criterion scores from those hired after ample time period • Correlate predictors with criterion • Overcomes limitation of concurrent • Not convenient or quick • Disadvantages do not outweigh advantages HED 362 – L. Good

22. Content Validation • Conduct job analysis and compare with predictor measures HED 362 – L. Good

23. Decision Making • Examine validity coefficient • Examine selection ratio HED 362 – L. Good

24. Decision Making 3. Calculate base rate - % of current employees who are considered effective # Effective = Base Rate # total employees Base rate = 90%, new predictor is unlikely to improve base rate % very much Base rate = 40%, new predictor is likely to be helpful in improving base rate HED 362 – L. Good