oInitial applicant screening is generally performed by members of the HR department. Application
forms and resumes are reviewed, and those candidates not meeting the basic selection criteria are
oThen, the remaining applications are examined and those candidates who most closely match the
remaining job specifications are identified and given further consideration
•Step 2: Selection Testing
oSelection testing is a common screening device used by 2/3 of Canadian organizations to assess
specific job-related skills, as well as general intelligence, personality characteristics, mental
abilities, interest, and preferences.
oTests and other selections techniques are only useful if the information provided are reliable and
•The degree to which interviews, tests, and other selection procedures yield
comparable data over time
•Reliability is the degree of dependability, consistency, or stability of the
oEx. When a test that result in various scores when it is administered on
different occasions to the same individual is unreliable.
•Reliability also refers to the extent to which two or more methods yield the same
results or are consistent.
oEx. Applicants with high scores on personality tests for impulsivity are
correlated with the likelihood of failing background checks due to
•Reliability also means the extent to which there is agreement between two or
more raters (inter-rater reliability)
•Reliability also measures the account’s internal consistency
oEx. Suppose a vocational interest test has 10 items, all of which were
supposed to measure, in one way or another, the person’s interest in
working outdoors. To assess internal reliability, the degree to which
responses to which 10 items vary together would be statistically
•Reliability can be diminished when questions are answered randomly or when
the setting is noisy or uncomfortable, or if the applicant is tired or unwell.
•Validity is the accuracy with which a predictor measures what it is intended to
oEx. High impulsivity is correlated with low productivity.
•4 Types of Validity
oDifferential Validity: Confirmation that the selection tool accurately
predicts the performance of all possible employee subgroups, including
white males, women, visible minorities, persons with disabilities, and
oCriterion-Related Validity: The extent to which a selection tool
predicts or significantly correlates with important elements of work