Scribd
Upload
224 views

References and Testing

This document discusses methods for selecting employees, including reference checks, letters of recommendation, and testing. Reference checks involve confirming resume details and checking for discipline issues. Letters of recommendation express opinions on ability and performance. Tests can predict performance through measuring job knowledge, education, cognitive and physical ability, experience, personality, and medical/psychological fitness. Reference providers should be honest and disclose relationships. Rejections should be sent through personalized letters.

Uploaded by

Netsu Jen
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
224 views

References and Testing

This document discusses methods for selecting employees, including reference checks, letters of recommendation, and testing. Reference checks involve confirming resume details and checking for discipline issues. Letters of recommendation express opinions on ability and performance. Tests can predict performance through measuring job knowledge, education, cognitive and physical ability, experience, personality, and medical/psychological fitness. Reference providers should be honest and disclose relationships. Rejections should be sent through personalized letters.

Uploaded by

Netsu Jen
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 20

Employee Selection: Reference

And Testing
Interviews and resumes were described as the most
commonly used methods to screen and select employees.
Although these methods are the most commonly used,
they are certainly not the best.

In this chapter , we discuss several other techniques that are


preferred by industrial psychologist to select employees.
• REFERENCE CHECK: is the process of
confirming the accuracy of information
provided by an applicant.

Predicting • REFERENCE: is an expression of an opinion,


either orally or through a written checklist,
Performance using regarding an applicant ability, previous
references and performance, habits, character, or potential for
future success. Content and format are
letters of determined by person or organization asking
recommendation. for reference.

• LETTER OF RECOMMENDATION: letter


expressing an opinion regarding an applicant’s
ability, previous performance, work habit,
character, or potential for future success.
1.Confirming details on a resumes:
This process involves checking for résumé
fraud. Résumé fraud happened when applicant
engage on lying in their résumés and
application about their experiences or
education (Aamodt, 2016). Reasons for using
References and
Ex. In May 2002, Sandra Baldwin was forced to Recommendation
resign as chair of the U.S Olympic committee
when it was discovered she had lied on her
resume about having PhD.
2. Checking for discipline problems:
• A second reason to check the reference is to determine
whether the applicant
• has a history of such discipline problems such as
• Poor attendance
Reasons for using • Sexual harassment
References and • Violence.
Recommendatio •Such a history is important for an organization to discover
to avoid future problems as well as to protect itself from a
n potential charge of negligent hiring.
•Negligent-hiring cases are typically filed in court as
common-law cases, or torts. These cases are based on the
premise that an employer has the duty to protect its
employees and customers from harm caused by its
employees or products.
Reasons for using References and Recommendation
3. Discovering new information about the applicant:
• Former employers and professors can provide the information about an
applicant’s work habit, character, personality, and skills.
• For example:
• A reference might describe a former employee as “difficult to work”,
implying that everyone has trouble working with the applicant.
• It may be however that only the person providing the reference had
trouble working with the applicant.
• Thus, reference checkers should always obtain specific behavioural and
try to get consensus from several reference.
Reasons for using References and Recommendation
• 4. Predicting Future Performance:
Four main problems why predicting future employee success is not
successful:
• Leniency the fact or quality of being more merciful or tolerant than
expected; clemency.
• Knowledge of the applicant - Person writing the letter often does
not know the applicant well. Professors are often asked to provide
recommendations for students whom they know only from one
or two classes.
Reasons for using References and Recommendation
4. Predicting Future Performance:
• Reliability
The third problem is lack of agreement between two people
who provide reference for same person.

• Extraneous factors -These extraneous factors affect the writing and


evaluation of letters of recommendation. Research has indicated
that the method used by the letter writer is often more important
than the actual content.
Ethical Issues
Raynes (2005) list three ethical guidelines that reference providers
should follow.
1. Explicitly state your relationship with person you are
recommending. This is, are you the applicant’s professor, boss, co-
worker, friend, relative. This is important because people have dual
role: A person may be a supervisor as well as a good friend.
2. Be honest in providing details. A referee has both ethical and legal
obligation to provide relevant information. A good rule of thumb is
to ask, “If I were in
reference seeker’s shoes, what would I need to know?”.
3. Let the applicant can see your reference before sending it, and give
him chance to decline to use it.
Predicting Performance Using Applicant Training and Education
• It is common that applicant must have a minimum level of education or
training to be considered.
• A meta-analysis by Hunter (1984) found that validity of education was only .
10
and that it did not add any predictive power over the use of cognitive ability
tests
• However the meta-analysis of the relationship between education and police
performance found that education was a valid predictor of performance in
police academy(r=.26, p=.38) and performance of the job(r=.17, p=.28).
• Meta-analyses indicate that a student’s GPA can predict job performance,
training performance, promotions and graduate school performance.
• GPA is most predictive in the first few years after graduation.
Job knowledge tests are designed to
measure how much a person knows about
the job.
Predicting
Performance Reck and McDaniel (1993) indicated that
Using Applicant job knowledge tests are good predictors
Knowledge of both training performance and on-the-
job performance (Aamodt, 2016).
Predicting Performance Using Applicant Ability
1. Cognitive ability involves the knowledge and use of
information such as math, grammar, oral and written
comprehension, oral and written expressions, originality,
memorization, and general learning.

2. Perceptual Ability • Perceptual Ability


• – Vision (near, far, night, peripheral)
• – Depth perception
• – Glare sensitivity
• – Hearing (sensitivity, auditory attention, sound localization)
Predicting Performance Using Applicant Ability

Psychomotor Ability
– Dexterity (finger, manual)
– Control precision
– Multilimb coordination
– Response control
Physical Ability
• Used for jobs with high physical demands
• Three Issues
– Job relatedness
– Passing scores
– When the ability must be present
• Two common ways to measure
– Simulations
– Physical agility tests
Predicting Performance: Prior Experience

Applicants experience is typically measured in one of four


ways:

• experience ratings of application information


• Biodata
• reference checks
• interview.
Predicting Performance: Personality, Interest, and
Character

• Personality Inventories
- is a psychological assessment
designed to measure various aspects of an applicant’s
personality .
• Interest Inventories - is a psychological test designed to
identify vocational areas in which an individual might be
interested.
• Interest test - is also known as honesty test; a
psychological test designed to predict an applicant’s
tendency to steal.
Predicting Performance: Medical and Psychological
Problems
• Drug testing is defined as one of the tests that indicate whether an
applicant has recently used a drug. Drug users are more likely to
miss work, use health care benefits, be fired and have an accident.
• Psychological exams usually consists of an interview by an clinical
psychologists, an examination of the applicant’s life history, and the
administration of one or more of the psychological tests
• Medical exams are common in jobs requiring physical exertions. In
these exams, the physician is given a copy of the job description
and asked to determine if there are any medical conditions that will
keep the employee from safely performing the job.
Rejecting Applicants
What is the best way to reject an applicant?

Through Rejection Letter – a letter from an organization to an applicant


informing the applicant that he or she will not receive the job offer.

•Guidelines to write a rejection letter (Aamodt, 2016):


•Send rejections letter or emails to applicants;
•Don’t send the rejection letter immediately;
•Be as personable and as specific as possible in the letter;
•Including a statement about the individual who received the job can increase
applicant satisfaction with both the selection process and the organization; and
•Do not include the name of a contact person.
•After all these, finally
the employee had
selected.
Thank you

You might also like