Employee Selection

Learning Objectives
Describe

the overall selection process.

Know why careful employee selection is important.
Define basic testing concepts.
Explain the value of conducting background
investigations and reference checks.
Know the different types of selection tests.
Know how to design a legal and effective selection
process.

Employee Selection

Selection: Why Important?

Selection:

Whittling down the

applicants pool
Why Important?
Performance Your, companys
Resources
Legal Implication

The Selection Process

Employee Selection

(1) Initial Screening (SP)

The first step - inquiries about a job are

screened
The screening of inquiries
The provision of screening interviews

Inadequate or inappropriate experience

Inadequate of inappropriate education

Sharing of job details.

Job description / role / challenges

Salary range
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Employee Selection

(2) Completion of Application Form

Used to generate specific information the

company wants

Candidates particulars

Comprehensive employment profile

Signature of the candidate

Discrimination Gender, race, color,

religion, national origin, disability and age.
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Employee Selection

(5) Background and Reference Checks

Background

Checks

Written policy (purpose)

Contents
Record keeping (confidentiality)
Vendor selection

Employee Selection

(5) Background and Reference Checks

Reference Checks
To explore previous employment, education
and possibly personal recommendations
Internet reference checking
Telephone
Written
Educational
Personal
Evaluating references
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Employee Selection

Background Checklist

Name:

Date:

Vendor:

Monitored by:

Background Checklist Guidelines:

Have I clearly communicated to the vendor conducting the background
check exactly what it is expected to determine? ____ Yes ____ No
Have I submitted information required for the vendor to conduct its
background check? ___Yes ___ No
Date information submitted to the vendor: ________
Date information received from the vendor: ________
Results of background check (choose those results that are appropriate
and follow up, accordingly):
1.
2.
3.

Background
Background
Background

check
check
check

is
is
is

complete; results
complete; results
complete; results

are
are
are

satisfactory.
questionable.
unsatisfactory.

Employee Selection

Reference Checklist

Name:

Date:

Conducted by:

Reference Checklist Instructions:

Beginning with the most recent work or education experience, list all
experiential and educational reference checks to be attempted.
Identify each attempt by date, and assign each a number according to
the following:
1.
2.
3.
4.
5.

Reference information received and consistent with information the applicant

provided.
Reference information received and inconsistent with information the applicant
provided; further action required.
Reference information received that causes concern; further action required.
Reference information requested and pending; follow up required.
Reference request denied. Reason given is___________________.

Document the results of each attempt and place in the individuals file.
Determine applicants job suitability based on the results of the
reference checks, and choose one of the following:
1.
2.
3.

Results of applicants reference checks confirm job suitability.

Results of applicants reference checks raise some concerns additional action
is required.
Results of applicants reference checks refute job suitability.

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Employee Selection

(6) Medical / Physical Examination

Conditional

job offer
Test according to company policy
Company products
(7) Final Job Offer

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Employee Selection

Basic Test Concepts

Validity

The proven relationship of a selection

device and the criterion.
The accuracy with which a test,
interview, and so on measures what it
purports to measure or fulfills the
function it was designed to fill.

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Employee Selection

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Employee Selection

Basic Test Concepts

Criterion

Validity

A type of validity based on showing

that scores on the test (predictors) are
related to job performance (criterion).
Content

Validity

A test that is content valid is one that

contains a fair sample of the tasks and
skills actually needed for a job in
question.
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Employee Selection

Basic Test Concepts

Reliability

The consistency of scores obtained by

the same person when retested with the
identical or equivalent tests.

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Employee Selection

Basic Test Concepts

How to Validate a Test?
Step 1:- Analyze the Job
Step 2:- Choose the Tests
Step 3:- Administer the Test
Step 4:- Relate your Test Scores and
Criteria
Step 5:- Cross-Validate and Revalidate
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Employee Selection

Basic Test Concepts

Equal

Employment Opportunity
Aspects of Testing
Test Takers Individual Rights and
Test Security
Issues of Privacy
Using Tests at Work
Computer Interactive Testing
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Best of Luck

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