Matching People and Jobs
Selection: the process of choosing individuals who have relevant qualifications to fill existing or
projected job openings
Selection Considerations: Person-job fit- job analysis identifies required individual competencies
(KSAOs) for job success
Person-organization fit: the degree to which individuals are matched to the culture and values of the
Fit to the boss: working comfortably with your bosses or managers
The Selection Process
Obtaining Reliable and Valid Information
-The degree to which interviews, tests, and other selection procedures yield comparable data over time
and alternative measures.
Approaches to Validation
The extent to which a selection tool predicts, or significantly correlates with, important elements of
- A high score indicates high job performance potential; a low score is predictive of low job
- Concurrent Validity
The extent to which test scores (or other predictor information) match criterion data obtained at about
the same time from current employees.
- High or low test scores for employees match their respective job performance.
- The extent to which applicants’ test scores match criterion data obtained from those applicants/
employees after they have been on the job for some indefinite period.
- A high or low test score at hiring predicts high or low job performance at a point in time after
hiring. Validity (or Correlation) Coefficient
A number ranging from 0.00, denoting a complete absence of relationship, to 1.00 and to -1.00,
indicating a perfect positive and perfect negative relationship, respectively
Verifying the results obtained from a validation study by administering a test or test battery to a
different sample (drawn from the same population).
The extent to which validity coefficients can be generalized across situations.
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills
needed to perform a particular job.
-Example: typing tests, driver’s license examinations
The extent to which a selection tool measures a theoretical construct or trait.
Are difficult to validate
-Example: creative arts tests, honesty tests
An Internet-based automated posting, application, and tracking process helps firms to more quickly fill
- Attracting a broader and more diverse applicant pool
- Collecting and mining résumés with keyword searches to identify qualified candidates
- Conducting screening tests online
- Reducing recruiting costs significantly
Biographical Information Blanks
- Includes issues about family life, hobbies, club memberships, sales experience, and investments
- i.e. What age did you leave home? Where sports a big part of your childhood? Background Checks
- mail and telephone checks
Letters of Reference
- teachers, employers, friends
Polygraph Tests – lie detector test
Graphology – the use of a sample of an applicant’s handwriting to make an employment decision
- An objective and standardized measure of a sample of behaviour that is used to gauge a person’s
knowledge, skills, abilities, and other characteristics (KSAOs) in relation to other individuals.
Cognitive Ability Tests
Aptitude Tests – measures a person’s capacity to acquire new skills
Achievement Tests – measures what a person knows and can do right now
Personality and Interest Inve