Work Samples and Simulations New

Welcome to
Human Resource Management
Work Sample and Simulation
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Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–2
WORK SAMPLES
AND
SIMULATIONS

Give two examples of
work sample/simulation
tests.
LEARNING
OUTCOMES

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Work Samples and Simulations
Work
samples
Management
assessment
centers
Video-based
situational
testing
Measuring Work Performance
Directly
Miniature job
training and
evaluation

Checks key before installing against:
___ shaft score 3
___ pulley score 2
___ neither score 1
Note: This is one step in installing pulleys
and belts.

TABLE 6–2 Evaluation of Assessment Methods on Four Key Criteria
Assessment Method Validity Adverse Impact
Costs
(Develop/
Administer)
Applicant
Reactions
Cognitive ability tests High High (against minorities) Low/low Somewhat favorable
Job knowledge test High High (against minorities) Low/low More favorable
Personality tests Low to
moderate
Low Low/low Less favorable
Biographical data
inventories
Moderate Low to high for different
types
High/low Less favorable
Integrity tests Moderate
to high
Low Low/low Less favorable
Structured interviews High Low High/high More favorable
Physical fitness tests Moderate
to high
High (against females and
older workers)
High/high More favorable
Situational judgment tests Moderate Moderate (against
minorities)
High/low More favorable
Work samples High Low High/high More favorable
Assessment centers Moderate
to high
Low to moderate,
depending on exercise
Physical ability tests Moderate
to high
High (against females and
older workers)
Note: There was limited research evidence available on applicant reactions to situational judgment tests and physical ability tests. However,
because these tests tend to appear very relevant to the job, it is likely that applicant reactions to them would be favorable.

Background Investigations and
Other Selection Methods
•Investigations and Checks
 Reference checks
 Background employment
checks
 Criminal records
 Driving records
 Credit checks
•Why?
 To verify factual information
provided by applicants
 To uncover damaging
information

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Background Investigations
and Reference Checks
6–8
Former Employers
Current Supervisors
Written References
Social Networking Sites
Commercial Credit
Rating Companies
Sources of
Information

Limitations on Background Investigations
and Reference Checks
Background
Investigations and
Reference Checks
Supervisor
Reluctance
Employer
Guidelines
Legal Issues:
Privacy
Legal Issues:
Defamation

Making Background Checks More Useful
1. Include on the application form a statement for applicants to
sign explicitly authorizing a background check.
2. Use telephone references if possible.
3. Be persistent in obtaining information.
4. Compare the submitted résumé to the application.
5. Ask open-ended questions to elicit more information from
references.
6. Use references provided by the candidate as a source for
other references.

Using Preemployment Information Services
1
Notice of adverse action to applicant/employee
Employer certification to reporting agency
Acquisition and Use of Background Information
Disclosure to and authorization by applicant/employee
Providing copies of reports to applicant/employee
2
3
4

The Polygraph and Honesty Testing
• Employee Polygraph Protection Act of 1988
 Generally prohibits polygraph examinations by all private
employers unless:
 The employer has suffered an economic loss or injury.
 The employee in question had access to the property.
 There is a reasonable prior suspicion.
 The employee is told the details of the investigation, as well
as questions to be asked on the polygraph test itself.

Private business exceptions:
• Private security employees
• Employees with access to drugs
• Ongoing economic loss or injury
investigations

Honesty Testing Programs:
What Employers Can Do
Antitheft Screening Procedure:
•Ask blunt questions.
•Listen, rather than talk.
•Do a credit check.
•Check all employment and personal references.
•Use paper-and-pencil honesty tests and
psychological tests.
•Test for drugs.
•Establish a search-and-seizure policy and conduct
searches.

FIGURE 6–9 “The Uptight Personality”

Physical Examinations
•Reasons for preemployment medical examinations:
 To verify that the applicant meets the physical
requirements of the position.
 To discover any medical limitations to be taken into
account in placing the applicant.
 To establish a record and baseline of the applicant’s health
for future insurance or compensation claims.
 To reduce absenteeism and accidents.
 To detect communicable diseases that may be unknown
to the applicant.

Substance Abuse Screening
Types of Screening
 Before formal hiring
 After a work accident
 Presence of obvious behavioral symptoms
 Random or periodic basis
 Transfer or promotion to new position
Types of Tests
 Urinalysis
 Hair follicle testing

Substance Abuse Screening Issues
Safety:
impairment vs.
presence
Recreational use
vs. addiction
American with
Disabilities Act
Drug Free
Workplace Act of
1998
Intrusiveness of
testing
procedures
Accuracy of tests
Ethical and
Legal Issues

6–19FIGURE 6–10 Procedure in Complying with Immigration Law
1. Hire only citizens and aliens lawfully
authorized to work in the United States.
2. Advise all new job applicants of your policy.
3. Require all new employees to complete
and sign the verification form (the “I-9
form”) designated by the Immigration and
Naturalization Service (INS) to certify that
they are eligible for employment.

1. Examine documentation presented
by all new employees, record
information about the documents
on the verification form, and sign
the form.
2. Retain the form for three years or
for one year past the employment
of the individual, whichever is
longer.
3. If requested, present the form for
inspection by INS or Department of
Labor officers. No reporting is
required.

Improving Productivity Through HRIS:
Using Automated Applicant Tracking
and Screening Systems (ATS)
“Knock out”
applicants who
do not meet job
requirements
Allows employers
to extensively test
and screen
applicants online
Benefits of Applicant
Tracking Systems
Can match
“hidden talents” of
applicants to
available
openings

6–22
FIGURE 6–11 Checklist: What to Look For in an Applicant Tracking System (ATS)
The employer thinking of adopting an ATS should seek one that meets
several minimum functionality requirements. Among other things, the ATS
should be:
• Easy to use.
• Capable of being integrated into the company’s existing HRIS platform, so that,
for instance, data on a newly hired candidate can flow seamlessly into the HRIS
payroll system.
• Able to capture, track, and report applicant EEO data.
• Able to provide employee selection performance metrics reports, including
“time to fill,” “cost to hire,” and “applicant source statistics.”

6–23
• Able to facilitate scheduling and tracking of candidate interviews,
email communications, and completed forms, including job offers.
• Able to provide automated screening and ranking of candidates
based upon job skill profiles.
• Able to provide an internal job posting service that supports
applications from current employees and employee referral programs.
• Able to cross-post jobs to commercial job boards such as
www.monster.com.
• Able to integrate the ATS job board with your company’s own Web site;
for instance, by linking it to your site’s “careers” section.
• Able to provide for requisition creation and signoff approvals.

Work Samples and Simulations New

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Work Samples and Simulations New