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Optimising selection success through best practice

OPRA Psychology Group
OPRA Psychology Group
OPRA Psychology GroupOPRA Psychology Group

A step-by-step guide to best practice selection methodology. This presentation, given in the late 90's across New Zealand, is still relevant nearly 20 years on.

Optimising selection success through best practice

1 of 27
Excellence in Business.
Excellence in People.
Optimising Selection Success
through Best Practice
OPRA Consulting Group
Excellence in Business.
Excellence in People.
Selecting for the firm
• Collecting evidence: The different selection techniques.
• The usual suspects: Getting the right people to apply.
• Not all evidence is equal:
The predictive power of selection method & determining the weighting
of evidence.
• Using the evidence to make a verdict:
Combining selection methods.
• Let only the guilty serve time:
Maximising a successful selection decision in the absence of all the facts.
• Does crime pay: The role of cost in selection.
Excellence in Business.
Excellence in People.
Framing the case
The Case
• To select the person who is most likely to perform well on the job.
• To identify how to bring out the best in that person
The Facts
• The perfect person rarely exists
• There is always the likelihood that you will get the selection
decision wrong.
• The cost of hiring the wrong person and missing out the correct
one can be high
The Keys
• Maximise the chances of correct decision making.
• Design a selection process that incorporates the principle of
developing an individual within the role.
Excellence in Business.
Excellence in People.
Psychometric
Test Categories
• Maximum Performance
• General Mental Ability
(numerical, verbal, abstract)
• Specific Ability
(mechanical, spatial, memory, visual acuity,
spelling, manual dexterity, clerical)
• Typical Performance
• Personality
• Interests
• Values
Excellence in Business.
Excellence in People.
Other types of
Assessments
• Assessment Centres
• References / Reference Checks
• Curriculum Vitae’s
• Trainability tests
• To predict success in training
• Work-Sample tests
• To assess ability in actual work
related activities
• Interviews
Excellence in Business.
Excellence in People.
Controversial Methods
• Phrenology
• Bumps on the head
• Graphology
• Dotting i’s and crossing t’s
• Astrology
• All in the stars
• Dubious Questionnaires
• Faith validity

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Optimising selection success through best practice

  • 1. Excellence in Business. Excellence in People. Optimising Selection Success through Best Practice OPRA Consulting Group
  • 2. Excellence in Business. Excellence in People. Selecting for the firm • Collecting evidence: The different selection techniques. • The usual suspects: Getting the right people to apply. • Not all evidence is equal: The predictive power of selection method & determining the weighting of evidence. • Using the evidence to make a verdict: Combining selection methods. • Let only the guilty serve time: Maximising a successful selection decision in the absence of all the facts. • Does crime pay: The role of cost in selection.
  • 3. Excellence in Business. Excellence in People. Framing the case The Case • To select the person who is most likely to perform well on the job. • To identify how to bring out the best in that person The Facts • The perfect person rarely exists • There is always the likelihood that you will get the selection decision wrong. • The cost of hiring the wrong person and missing out the correct one can be high The Keys • Maximise the chances of correct decision making. • Design a selection process that incorporates the principle of developing an individual within the role.
  • 4. Excellence in Business. Excellence in People. Psychometric Test Categories • Maximum Performance • General Mental Ability (numerical, verbal, abstract) • Specific Ability (mechanical, spatial, memory, visual acuity, spelling, manual dexterity, clerical) • Typical Performance • Personality • Interests • Values
  • 5. Excellence in Business. Excellence in People. Other types of Assessments • Assessment Centres • References / Reference Checks • Curriculum Vitae’s • Trainability tests • To predict success in training • Work-Sample tests • To assess ability in actual work related activities • Interviews
  • 6. Excellence in Business. Excellence in People. Controversial Methods • Phrenology • Bumps on the head • Graphology • Dotting i’s and crossing t’s • Astrology • All in the stars • Dubious Questionnaires • Faith validity
  • 7. Excellence in Business. Excellence in People. Determining Dollar Value Benefits 𝑼 = 𝒕𝒓𝑺𝑫𝒚 − 𝒄
  • 8. Excellence in Business. Excellence in People. User Friendly Value Analysis 1. Incremental Validity 2. How the Predictor is used 3. Cost 4. Tenure 5. Value between Good and Bad performers
  • 9. Excellence in Business. Excellence in People. Not all evidence is equal Point to Point Theory • For every KSA/Competency in the job, there is a corresponding point in selection Selection Process The Job Knowledge Knowledge Skill Skill Ability Ability Competency Competency
  • 10. Excellence in Business. Excellence in People. Not all evidence is equal Selection Measure High Validity Work Sample Test .54 General Mental Ability .51 Interview (Structured) .51 Peer Ratings .49 T & E Behavioural Consistency .45
  • 11. Excellence in Business. Excellence in People. Not all evidence is equal Selection Measure Medium Validity Job Tryout .44 Integrity Tests .41 Interviews (Unstructured) .38 Assessments Centres .37 Biodata .35 Reference Checks .26
  • 12. Excellence in Business. Excellence in People. Not all evidence is equal Selection Measure Low Validity Job Experience (years) .18 University Grades .11 Years of Education .10 Interests .10 Graphology .02 Age -.01
  • 13. Excellence in Business. Excellence in People. Everything is NOT as it seems! Selection Measure Combined Validity Integrity (.41) +GMA .65 Work Sample Test (.54) +GMA .63 Interview (Structured .51) +GMA .63 Peer Ratings (.49) +GMA .58 Job Tryout (.44) +GMA .58
  • 14. Excellence in Business. Excellence in People. What are the Costs? However, cost depends greatly on the specific situation. In General – According to Muchinsky (1990) and Me Work Sample Test (.53) High General Mental Ability (.51) Low Interview (Structured .51) Medium Peer Ratings (.49) Low Job Tryout (.44) High Assessment Centre (.37) High Personality (?) Medium
  • 15. Excellence in Business. Excellence in People. • Weighting/Multiple Regression • Multiple Hurdle • Multiple Cutoff • Top Down • How Selective You Can Be • The number of suitable applicants that apply • How selective you can be with suitable applicants How is the Predictor Used?
  • 16. Excellence in Business. Excellence in People. Putting a few things together Job Performance Selection Process
  • 17. Excellence in Business. Excellence in People. Job Performance Selection Process Introducing the Cutoff Cutoff Putting a few things together
  • 18. Excellence in Business. Excellence in People. Job Performance Selection Process Introducing Performance Cutoff Acceptable Performance Putting a few things together
  • 19. Excellence in Business. Excellence in People. Job Performance Selection Process Increasing Validity Cutoff Acceptable Performance Putting a few things together
  • 20. Excellence in Business. Excellence in People. Job Performance Selection Process Decreasing the Validity Cutoff Acceptable Performance Putting a few things together
  • 21. Excellence in Business. Excellence in People. Job Performance Selection Process Increasing the Cutoff Cutoff Acceptable Performance Putting a few things together
  • 22. Excellence in Business. Excellence in People. Job Performance Selection Process Decreasing the Cutoff Cutoff Acceptable Performance Putting a few things together
  • 23. Excellence in Business. Excellence in People. Job Performance Selection Process Increasing Performance Cutoff Acceptable Performance Putting a few things together
  • 24. Excellence in Business. Excellence in People. Job Performance Selection Process Cutoff Acceptable Performance Putting a few things together Decreasing Performance
  • 25. Excellence in Business. Excellence in People. Job Performance Selection Process Cutoff Acceptable Performance Putting a few things together Decreasing the Performance and Cutoff
  • 26. Excellence in Business. Excellence in People. Getting the right people to apply • The often forgotten fact: • You can only select from the people that apply • Key questions:- • What are you getting from your recruitment firm? • Are they qualified to select potential? • How up-market is your university recruitment programme? • Do you provide realistic job previews? • How in touch are you with the current market place? • Would you WANT to work for your firm?
  • 27. Excellence in Business. Excellence in People. A Best Practice Selection Model • The Application Blank • The Structured Interview • The Cognitive Test • The Personality Test • The Work sample • The Reference Check • Get tactical with your selection by using statistical modelling • Give utility analysis a go (It’s easier than it looks!) • Keep it in house as much as possible to keep costs down and to monitor and modify your selection process Initial Hurdle Depending on the job Depending on the job