EMPLOYEE SELECTION:

REFERENCES AND TESTING

Predicting Performance Using References
and Letters of Recommendation
 “The best predictor of future
performance is past performance.”
Reference Checks, References, and
Letters of Recommendations
Reference Checks is the process of confirming
the accuracy of information provided by the
applicant.
 A Reference is the expression of opinion, either
orally or through a written checklist, regarding an
applicant’s ability, previous performance, work habits,
character, or potential for future success.
 A Letter of Recommendation is letter expressing
an opinion regarding an applicant’s ability, previous
performance, work habits, character, or potential for future
success.
Reasons for using References and
Recommendations
Reasons for using References and
Recommendations
1. Confirming details on the resume.
Resume Fraud lying on information indicated in
the resume such as work experience and educational
background.
Reasons for using References and
Recommendations
2. Checking for discipline problems.
 Negligent Hiring
Hiring an applicant without checking his references
and background.
 Reasons for using References and
Recommendations
3. Discovering new information about the applicant.
Reasons for using References and
Recommendations
4. Predicting future performance.
Four Main Problems with References
and Recommendations.
Leniency
Research shows that most recommendation letters
are positive.
 Fear of Legal Ramifications A person providing
references can be charged with defamation of character if
content of the reference is untrue and made with a
maliscious intent.
Knowledge of the Applicant
Another problem with letters of recommendation is that
the person writing the letter often does not know the
applicant well, has not observed all aspects of the
applicant’s behavior, or both.
Reliability This problem involves the lack of
agreement between two people who provide
references for the same person.
Extraneous Factors
Ethical Guidelines that Reference
Providers should Follow
 Ethical Guidelines…
1. Explicitly state your relationship with the person
you are recommending.
 Ethical Guidelines…
2. Be honest in providing details. A referee has both
moral and legal obligation to provide relevant
information about an applicant.
 Ethical Guidelines…
3. Let the applicant see your reference before sending
it, and give him a chance to decline to use it.
 Predicting Performance Using
Applicant Training and Education
Predicting Performance Using
Applicant Knowledge
 Job Knowledge Test
are designed to measure how much a person knows
about a job.
Predicting Performance Using
Applicant Ability
Cognitive Ability includes such dimensions as
oral and written comprehension, oral and written
expression, numerical facility, originality,
memorization, reasoning, and general learning.
 Perceptual Ability consists of vision, color
discrimination, depth perception, glare sensitivity,
speech, and hearing.
Psychomotor Ability includes finger dexterity,
manual dexterity, manual, precision, multi-limb
coordination, response control, reaction time, arm
hand steadiness, wrist-finger speed, and speed-of-
limb movement.
Physical Ability tests are often used for jobs that
require physical strength and stamina, such as police
officers, firefighters and life guards.
. job simulations
. physical agility tests
Psychomotor Ability includes finger dexterity,
manual dexterity, manual, precision, multi-limb
coordination, response control, reaction time, arm
hand steadiness, wrist-finger speed, and speed-of-
limb movement.
Predicting Performance Using
Applicant Skill
Work Sample is when an applicant is asked to
perform an actual job-related task.
Why Work Samples are excellent selection
tools?
1. Since they are directly connected to the job task,
they provide excellent content validity.
2. Scores from work samples tend to predict actual
performance and thus have excellent criterion
validity.
3. Work samples have lesser possibility legally
ramified.
4. Work samples have lower racial differences in test
scores than do written cognitive ability tests.
 Assessment Centers
An assessment center is a selection technique
characterized by the use of multiple assessment
methods that allow multiple assessors to actually
observe applicants perform simulated job tasks.
 1. In-Basket Technique (“In” and “Out”
Technique) is designed to simulate the type of daily
information that appear to the manager’s or
employee’s desk.
 2. Simulations
is a technique where and applicant is placed in a
situation that is as similar as possible to the one that
will be encountered on the job.
 3. Work Samples
when simulations do not involve situational exercise,
it is called work samples.
 4. Leaderless Group Discussions
An exercise wherein applicants meet in small groups
and are given a job-related problem to solve or a job-
related issue to discuss.
 5. Business Games
are exercises that allow the applicant to demonstrate
such attribute as creativity, decision making, and
ability to work with others.
Evaluations of Assessment Centers
Predicting Performance Using Prior
Experience

“Past experience will predict future experience.”

 Bio-data (Application Form)
is a selection method that considers an applicant’s
life, school, military, community, and work
experience.
 Predicting Performance Using
Personality, Interest, and Character
 Personality Inventories
Personality inventories fall into one of two categories
depending on its intended purpose”

1. Tests of Normal Personality

2. Tests of Psychopathology
 Tests of Normal Personality
measures the traits exhibited by normal individual in
everyday life.
 1. Theory-Based test is identical to the number
postulated in by a well known theorist.

Ex. Myers-Briggs Type Indicator-Theory of Carl Jung

2. Statistically-Based test is determined through a
statistical process called factor analysis.
Ex. 16 PF (Personality Factors)
3. Empirically-Based test is determined by grouping
answers given by people known to possess a certain
characteristic.
Ex. Minnesota Multiphasic Personality Inventory
 Tests of Psychopathology
(abnormal behavior) determine whether individuals
have serious psychological problems such as
depression, bipolar disorder, and schizophrenia.
Interest Inventories
Integrity Test
 Graphology
hand writing analysis.
 Rejecting Applicants
Rejected applicants should be treated well because
they are potential applicants for other positions.
1. Send rejection letters to applicants.
2. Do not send the letter immediately.
3. Be as personable and as specific as possible in the
letter.