Explain what is required for an employee selection tool to be reliable and valid.
Illustrate the different approaches to conducting an employment interview.
Compare the value of different types of employment tests.
• Tell me which company you have selected for your group project.
– Fill out sheet being passed around!
• Midterm next week (in class during class time!)
– 60 MC questions (1 point each)
– 6 SA questions (30 points in total)
• Cover Letters and Résumés
• Video Résumés
What are they?
Are they a good idea?
Are they legal?
Are they here to stay?
• An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks Structured Interview
• An interview in which a set of standardized questions with an established set of answers is used
• An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
Behavioural Description Interview (BDI)
• An interview in which an applicant is asked questions about what he or she did in a given situation
The Selection Process
Obtaining Reliable and Valid Information
• Reliability: The degree to which interviews, tests, and other selection procedures yield comparable data over time
• Validity: The degree to which a test or selection procedure measures a person’s attributes
• An interview in which a board of interviewers questions and observes a single candidate
• A format in which a candidate is interviewed by multiple people, one right after another
Job Knowledge Tests
Work Sample Tests
Assessment Centre Tests
Cognitive Ability Tests
Personality and Interest
• Polygraph Tests
• Honesty and Integrity
• Physical Ability Tests
• Medical Examinations
• Drug Testing
• Social Media
How are your