The document outlines key concepts in employee testing and selection, emphasizing the importance of reliability and validity in assessments. It details various types of tests and validates the need for background investigations and ethical considerations in the hiring process. Additionally, it discusses the benefits of utilizing automated applicant tracking systems to enhance recruitment efficiency.

1. Human Resource
Management
1
ELEVENTH EDITION
GARY DESSLER
Part 2 | Recruitment and Placement
Chapter 6
Employee Testing and Selection
© 2008 Prentice Hall, Inc.
All rights reserved.
PowerPoint Presentation by Charlie Cook
The University of West Alabama

2. After studying this chapter, you should be able to:
1. Explain what is meant by reliability and validity.
2. Explain how you would go about validating a test.
3. Cite and illustrate our testing guidelines.
4. Give examples of some of the ethical and legal
considerations in testing.
5. List eight tests you could use for employee selection,
and how you would use them.
6. Explain the key points to remember in conducting
background investigations.
© 2008 Prentice Hall, Inc. All
rights reserved.
6–2

3. Why Careful Selection is Important
The Importance of
Selecting the Right
Employees
Organizational
Performance
Costs of
Recruiting and
Hiring
© 2008 Prentice Hall, Inc. All
rights reserved.
Legal
Obligations and
Liability
6–3

4. Types of Validity
Test
Validity
Criterion
Validity
Content
Validity
Face
Validity
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rights reserved.
6–4

5. Types of Tests
What Tests
Measure
Cognitive
(Mental)
Abilities
Motor and
Physical
Abilities
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Personality
and
Interests
Achievement
6–5

6. The “Big Five”
Extraversion
Conscientiousness
Agreeableness
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Emotional Stability/
Neuroticism
Openness to
Experience
6–6

7. Work Samples and Simulations
Measuring Work
Performance Directly
Work
Samples
Management
Assessment
Centers
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rights reserved.
Miniature
Job Training
and
Evaluation
Video-Based
Situational
Testing
6–7

8. Background Investigations and
Reference Checks (cont’d)
Former Employers
Current Supervisors
Sources of
Information
Commercial Credit
Rating Companies
Written References
Social Networking Sites
© 2008 Prentice Hall, Inc. All
rights reserved.
6–8

9. Limitations on Background Investigations
and Reference Checks
Legal
Issues:
Defamation
Employer
Guidelines
Background
Investigations
and
Reference Checks
Legal
Issues:
Privacy
Supervisor
Reluctance
© 2008 Prentice Hall, Inc. All
rights reserved.
6–9

10. Substance Abuse Screening (cont’d)
Safety:
Impairment vs.
Presence
Americans with
Disabilities Act
Drug Free
Workplace Act
of 1988
Ethical
and Legal
Issues
Recreational
Use vs.
Addiction
Intrusiveness of
Procedures
Accuracy of
Tests
© 2008 Prentice Hall, Inc. All
rights reserved.
6–10

11. Improving Productivity Through HRIS: Comprehensive
Automated Applicant Tracking and Screening Systems
Benefits of Applicant
Tracking Systems
“Knock out”
applicants who
do not meet job
requirements
Allow employers
to extensively test
and screen
applicants online
© 2008 Prentice Hall, Inc. All
rights reserved.
Can match
“hidden talents”
of applicants to
available
openings
6–11

12. KEY TERMS
negligent hiring
reliability
test validity
criterion validity
content validity
expectancy chart
interest inventory
work samples
work sampling technique
management assessment center
situational test
video-based simulation
miniature Inc. All
Prentice Hall,job training and evaluation
© 2008
rights reserved.
6–12