6 Employee Testing

and Selection

4-

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 Learning Objectives

1. Answer the question: Why is it

important to test and select
employees?
2. Explain what is meant
4- by reliability and
validity.
3. List and briefly describe the basic
categories of selection tests, with
examples.
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 Learning Objectives

4. Explain how to use two work

simulations for selection.
5. Describe four ways4-to improve an
employer’s background checking
process.

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Answer the question:
Why is it important to
test and select
employees?
4-

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 Why Employee Selection Is
Important

• Performance
• Cost
4-
• Legal obligations
• Person and
job/organization fit

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 Review

• Person-job fit
• Matching the knowledge, skills, abilities,
4-
and other competencies (KSACs)
• Employers Liability Act of 1969

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Explain what is meant by
reliability and validity.
4-

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 Basic Testing Conceptsc

Reliability Validity

Reliability = Validity = measuring

consistency what you intend to
• test-retest reliability
estimates measure
• Equivalent or alternate form • Criterion validity
estimate form estimate • Content validity
• Internal comparison estimate • Construct validity

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 Evidence-Based HR: How to
Validate a Test

• Analyze the job

• Choose the tests 4-

• Administer the tests

• Relate your test scores and criteria
• Cross-validate and revalidate

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 4-

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 Evidence-Based HR: Test
Validation Issues
• Who scores the test?
• Bias
• Utility analysis
• 4-
Validity generalization

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 Review

• Statistical analysis
• Use professionals
• Rights and security
4-
• Privacy
• Tests at work
• Computerized,
online testing
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SAMPLE TEST

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List and briefly describe the
basic categories of selection
tests, with 4-examples.

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 Types of Tests

• Cognitive abilities
o Intelligence tests (memory, vocabulary, verbal
fluency, numerical ability)
4-
o Specific cognitive abilities (deductive reasoning,
verbal comprehension, memory, numerical ability)
• Motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
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 What do personality tests measure?

• Personality tests measure basic aspects of an applicant’s

personality (introversion, stability, and motivation)
• Projective
4-
• Self reported
• The “Big Five”-extraversion, emotional stability/neuroticism,
agreeableness, conscientiousness, and openness to
experience.
• Predicting performance
• Caveats
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 Review

• Cognitive abilities • Interests

• Achievement
o IQ
• “Big 5”
o Specific mental 4- • Predicting
• Caveats
abilities o Interpretation
• Motor skills o Legal issues
o Disputing
• Personality value

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Explain how to use two
work simulations for
selection.
4-

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Work Samples and Simulations

• Basic procedure
• Situational judgment tests
4-
• Management assessment
centers
• Situational testing

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 IMPROVING PERFORMANCE:
HR Practices Around the Globe
• 1100 BC the Chinese government was
testing civil service candidates
• China uses assessment
4- centers to
select employees
• Private employers use personnel
tests, in-basket tests, and leaderless
group discussions
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 Work samples and simulations

• Computerized
multimedia assessment
• Miniature job training
4-

and evaluation
• Realistic job previews
• Choosing a selection
method
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 Review

• Situational • Miniature job

judgment training
• Assessment • Realistic job
4-
centers previews
• Situational • Choose a
testing selection
• Computers method
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Describe four ways to improve
an employer’s background
4-
checking process.

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 Background Investigations

• Why perform checks?

• Effectiveness
• Legal dangers 4-

o Defamation
o Privacy
• How to check

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 IMPROVING PERFORMANCE:
HR Tools for Line Managers and
Entrepreneurs

• Make the Background Check More Valuable

o Use a statement 4-to authorize a
background check
o Compare the application to the résumé
o Write open-ended questions

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 Background Investigations

• Applicants’ social postings

• Pre-employment information
services 4-
• The polygraph and honesty testing
o Paper-and-Pencil Honesty Tests 
• Graphology

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IMPROVING PERFORMANCE: HR Tools
for Line Managers and Entrepreneurs

• Testing for Honesty

o Question
o Listen 4-
o Credit, employment and
reference check
o Test
o Policies

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 Background Investigations

• “Human lie detectors”

• Physical exams
• Substance abuse screening
4-

o Some Practical Considerations 

• Complying with immigration law
o Proof of Eligibility

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 Review
• Why perform checks?
• Effectiveness
• Legal dangers
4-
• How to check
• Social postings
• Information services

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 Review

• Honesty testing
• Graphology
• “Human lie 4-

detectors”
• Physicals/drugs
• Immigration
• HRIS
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 Improving Performance at
The Hotel Paris

1. Provide a detailed example of a security

guard work sample test.
4-
2. Provide a detailed example of two
personality test items you would suggest
they use, and why you would suggest using
them.

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 Improving Performance at
The Hotel Paris

3. What other tests would you suggest to Lisa,

and why would you 4-
suggest them?
4. How would you suggest Lisa try to confirm
that it is indeed the testing and not some other
change that accounts for the improved
performance.
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Hotel Paris
Strategy
Chapter 6

4-

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 4-

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