This document discusses employee testing and selection. It covers why testing and selection is important, including improving performance and reducing costs and legal risk. It defines reliability and validity in testing. It describes the basic categories of selection tests, including cognitive abilities, motor/physical, personality, interests, and achievements tests. It discusses using work simulations like situational judgment tests and assessment centers for selection. It also covers improving background checks, such as using social media, pre-employment screenings, polygraphs, and honesty tests.

1. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
6 Employee Testing
and Selection

2. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
1. Answer the question: Why is it
important to test and select
employees?
2. Explain what is meant by reliability
and validity.
3. List and briefly describe the basic
categories of selection tests, with
examples.
Learning Objectives

3. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
4. Explain how to use two work
simulations for selection.
5. Describe four ways to improve an
employer’s background checking
process.
Learning Objectives

4. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Answer the question:
Why is it important to
test and select
employees?

5. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Why Employee Selection Is
Important
• Performance
• Cost
• Legal obligations
• Person and
job/organization fit

6. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Review
• Person-job fit
• Matching the knowledge, skills, abilities,
and other competencies (KSACs)
• Employers Liability Act of 1969

7. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
List and briefly describe the
basic categories of selection
tests, with examples.

8. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
• Cognitive abilities
o Intelligence tests
o Specific cognitive abilities
• Motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
Types of Tests

9. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
• The “Big Five”
• Predicting
performance
• Caveats
What do personality tests measure?

10. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Explain how to use two
work simulations for
selection.

11. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Work Samples and Simulations
• Situational judgment tests
• Management assessment
centers
• Situational testing

12. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Typical simulated tasks in Management
Assessment Centers include:

13. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Comparison of Various Methods

14. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Work samples and simulations
• Computerized
multimedia assessment
• Miniature job training
and evaluation
• Realistic job previews
• Choosing a selection
method

15. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Describe four ways to improve
an employer’s background
checking process.

16. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Background Investigations
• Why perform checks?
• Effectiveness
• Legal dangers
o Defamation
o Privacy
• How to check

17. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Background Investigations
• Applicants’ social postings
• Pre-employment information
services
• The polygraph and honesty testing
o Paper-and-Pencil Honesty Tests
• Graphology

18. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Reading Task

19. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
• Choose a position with which you are
familiar, such as a counterperson at a
McDonald‘s restaurant, and describe how
you would create a selection process for it.
Exercise

20. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
• Honesty testing
• Graphology
• “Human lie
detectors”
• Physicals/drugs
• Immigration
• HRIS
Review

21. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Improving Performance at
The Hotel Paris
1. Provide a detailed example of a security
guard work sample test.
2. Provide a detailed example of two
personality test items you would suggest
they use, and why you would suggest using
them.

22. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
3. What other tests would you suggest to Lisa,
and why would you suggest them?
4. How would you suggest Lisa try to confirm
that it is indeed the testing and not some
other change that accounts for the improved
performance.
Improving Performance at
The Hotel Paris

23. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
Hotel Paris
Strategy
Chapter 6

24. Authors: Gary Dessler and Biju Varkkey
Human Resource Management, 16e
THE END