I.
MODULE TITLE: Employee Selection: References and Testing (PRELIM – Chapter 5)
II. DESIRED LEARNING OUTCOMES:
a. Student will be able to explore and explain the following:
i. Understand why references typically don’t predict performance
ii. Learn how to use the trait approach to score letters of recommendation
Understand how to choose the right type of employment test for a particular situation
iii. Be able to describe the different types of tests used to select employees
iv. Be able to create and score a biodata instrument
v. Know how to write a well-designed rejection letter
III. DISCUSSION:
i.Predicting Performance Using References and Letters of Recommendation
Reference check - is the process of confirming the accuracy of information provided by an
applicant.
Reference - is the expression of an opinion, either orally or through a written checklist,
regarding an applicant’s ability, previous performance, work habits, character, or potential
for success.
Letter of recommendation - is a letter expressing an opinion regarding the applicant’s
ability, previous performance, work habits, character, or potential for success.
Reasons for Using References and Recommendations
1. Confirming details on résumé
Résumé fraud – the intentional placement of untrue information on a résumé
2. Checking for discipline problems
Negligent hiring – a situation in which an employee with a previous criminal record
commits a crime as part of his/her employment
3. Discovering new information about the applicant
4. Predicting future performance
Leniency
Knowledge of the applicant
Reliability
Extraneous Factors
Ethical Guidelines for reference providers
1. Explicitly state your relationship with the person you are recommending
2. Be honest in providing details.
3. Let the applicant see your reference before sending it and give him the chance to decline to
use it.
ii.Predicting Performance Using Applicant Knowledge
Job knowledge tests – a test that measures the amount of job-related knowledge an
applicant possess.
Common examples of job knowledge tests include tests of computer programming
knowledge, knowledge of electronics, and knowledge of mechanical principles.
Standardized job knowledge tests are commonly used by state licensing boards for such
occupations as lawyers and psychologists.
iii.Predicting Performance Using Applicant Ability
Cognitive ability – abilities involving the knowledge and use of information such as math
and grammar.
Cognitive ability test – tests designed to measure the level of intelligence or the amount of
knowledge possessed by an applicant. Cognitive ability tests are commonly used because
they are excellent predictors of employee performance.
Wonderlic Personnel Test – the cognitive test that is most commonly used in industry.
Perceptual Ability – measure of facility with such processes as spatial relations and form
perception.
Psychomotor Ability – measure of facility with such processes as finger dexterity and
motor coordination.
Physical Ability – tests that measure an applicant’s level of physical ability required for a
job.
iv.Predicting Performance Using Applicant Skill
Work sample – a method of selecting employees in which an applicant is asked to perform
samples of actual job-related tasks.
Assessment Center – a method of selecting employees in which applicants participate in
several job-related activities, at least one of which must be a simulation, and are rated by
several trained evaluators.
In-basket technique – an assessment center exercise designed to stimulate the types of
information that daily come across a manager’s or employee’s desk in order to observe the
applicant’s responses to such information.
Simulation – an exercise designed to place an applicant in a situation that is similar to the
one that will be encountered on the job.
Leaderless Group Discussions – an exercise in which applicants meet in small groups and
are given a job-related problem to solve or a job-related issue to discuss.
Business games – an exercise usually found in assessment centers that is designed to
simulate the business and marketing activities that take place in an organization.
v.Predicting Performance Using Prior Experience
Experience rating – the basis for experience ratings is the idea that past experience will
predict future experience.
Biodata – is a method of selection involving application blanks that contain questions that
research has shown will predict job performance.
File approach – the gathering of biodata from employee files rather than questionnaire.
Questionnaire approach – the method of obtaining biodata from questionnaires rather than
from employee files.
Reference checks
Interviews
vi.Predicting Performance Personality, Interest, and Character
Personality Inventory – a psychological assessment designed to measure various aspects of
personality.
Test of Normal Personality – measure the traits exhibited by normal individuals in
everyday life.
Tests of Psychopathology (abnormal behavior) – determine whether individuals have
serious psychological problems such as depression, bipolar disorder, and schizophrenia.
Interest Inventories – a psychological test designed to identify vocational areas in which an
individual might be interested.
Integrity Tests – also called an honesty test; a psychological test designed to predict an
applicant’s tendency to steal.
Conditional Reasoning Tests – test designed to reduce faking by asking test-takers to select
the reason that best explains a statement.
Credit History – employers conduct credit checks for two reasons:
1. Employers believe that people who owe money might be more likely to steal or accept
bribes;
2. Employees with good credit are more responsible and conscientious and thus will be better
employees.
Graphology – also called handwriting analysis, a method of measuring personality by
looking at the way in which a person writes.
vii.Predicting Performance Limitations Due to Medical and Psychological Problems
Drug Testing – tests that indicate whether an applicant has recently used a drug.
Psychological Exams – are given to applicants of a job involving public safety.
Medical Exams – are given to applicants of a job requiring physical exertion
viii.Rejecting Applicants
Rejected applicant should be treated well because that are potential customers and potential
applicants for other positions that might become available in the organization (Koprowski,
2004; Waung & Brice, 2003).
Rejection Letter – a letter from an organization to an applicant informing the applicant that
he or she will not receive a job offer.
