Employee Testing & Selection
Ethics, Justice & Fair Treatment
Week 4
Tuğberk Kaya
[email protected]
Near East University
Recap
 1. Decide what positions to fill (Personnel Planning &
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Forecasting)
2. Build a pool of candidates for these jobs (Recruit
internal & external candidates)
3. Have candidates complete application forms and
perhaps undergo initial screening interviews.
4. Use selection tools like tests, background
investigations, and physical exams to identify viable
candidates.
5. Decision! Decide who to make an offer to.
Recap
 Personal Planning (PP) is about deciding what positions the firm will have
to fill and how to fill them.
 Employment or personnel planning
 The process of deciding what positions the firm will have to fill, and how
to fill them.
 Succession planning
 The process of deciding how to fill the company’s most important
executive jobs.
 Personal Planning should derive from the firm’s strategic plans.
Recap
Why selecting Right Employee is important?
 1. Performance
 2. Cost (Decrease turnover)
 3. Legal Issues
Testing Concepts
 1. Reliability
‘The consistency of scores obtained by the same person
when retested with the identical tests or with alternate
forms of the same test.’
 2. Validity
‘Validity tells you whether the test is measuring what you
think it’s supposed to be measuring.’
Validity
 Test Validity;
‘The accuracy with which a test, interview, and so on measures, what
it purports to measure or fulfils the function it was designed.’
In employment testing, there are 2 main ways to demonstrate a test’s
validity;
 Criterion Validity;
‘A type of validity based on showing that scores on the test
(predictors) are related to job performance (criterion).
 Content Validity;
‘A test that is content valid is one that contains a fair sample of the
tasks and skills actually needed for the job in question.’
How to Validate a Test
 1. Analyze the Job
-Define skills which are required for that job
(Leadership/Programming)
 2. Choose the Tests
www.kaplan.com
www.hr-guide.com/data/G371.htm
How to Validate a Test
 3. Administer the Test
 4. Relate Your Test Scores and Criteria
 5. Cross-Validate and Revalidate
Why we need validation?
Types of Tests
 1-) Tests of Cognitive Abilities
Cognitive tests include tests of general reasoning ability
(intelligence) and tests of specific mental abilities like
memory and inductive reasoning.
a-) Intelligence Tests:
‘Intelligence (IQ) tests are tests of general intellectual
abilities. They measure not a single trait but rather a
range of abilities, including memory, vocabulary, verbal
fluency, and numerical ability’
Types of Tests
 b-) Specific Cognitive Abilities;
There are also measures of specific mental abilities, such as inductive
and deductive reasoning, verbal comprehension, memory, and
numerical ability.
Psychologists often call such tests aptitude tests, since they purport to
measure aptitude for the job in question.
2-) Tests of Motor and Physical Abilities
3-) Measuring Personality and Interests
Work Samples & Simulations
 Work Sample;
‘Actual job tasks used in testing applicants’
performance.’
 Simulations - Real case scenario
Recent Trends
 According to CIPD 54% of employers use social media for
recruitment!
 1 in 9 employees who have used social media to look for
work have found a job this way.
 LinkedIn!

https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/socialmedia-it-s-some;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fe
n_GB%2Fweb%2Freedgb%2Fhrconnect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_mod
N8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3D
column-3%26p_p_col_pos%3D1%26p_p_col_count%3D3
Ethics, Justice & Fair Treatment
 Ethics ‘the principles of conduct governing an
individual or a group.’
 Ethics/Cultural values may change depending to the
country you work in.
 As a HR manager, you need to be aware of people from
different origins can have different norms & values.
Ethics in New Era
 New employees must fit with organizational culture.
 Merging of two (or more) companies can result in having
different ethical views.
 http://www.bbc.com/news/business-19340128
 http://www.independent.co.uk/life-style/gadgets-and-
tech/even-worse-than-foxconn-apple-rocked-by-childlabour-claims-8736504.html
Nature of HR
 Always remember that nature of HR is changing.
‘Soft’ HRM
 Focus on quality
 Concern with culture & leadership
 Strategic & integrated policies
 Employees are assets to be developed
 Respect for individual
Factors affecting ethical decisions
 Normative judgments
Judging something as good or bad, right or wrong, better
or worse.
 Moral standards (Morality)
Society’s accepted standards for behaviors that have
serious consequences to its well-being.
Behaviors that cannot be established or changed by
decisions of authoritative bodies.
Behaviors that override self-interest.
What Shapes Ethical Behavior at Work?
 Individual factors
 Organizational factors
 The boss’s influence
 Ethics policies and codes
 The organization’s culture
What Is Organizational Culture?
 Organization culture
The characteristic values, traditions, and behaviors a
company’s employees share.
 How is culture is revealed?
Ceremonial events
Written rules and spoken commands.
Office layout
Organizational structure
Dress codes
Cultural symbols and behaviors
Figureheads
The Manager’s Role in Creating Culture
 Clarify expectations for values to be followed.
 Use signs and symbols to signal the importance of values.
 Provide physical (the firm’s rewards) support for values.
 Use stories to illustrate values.
 Organize rites and ceremonies reinforcing values
Bribe or Corruption?
http://issuu.com/transparencyinternational/docs/bribe_payers_index_2011/9?e=0
Fair Treatment
 Why treat employees fairly?
Drucker: “They’re not employees, they’re people”
Avoidance of employee litigation
Enhanced employee commitment
Enhanced satisfaction with the organization, with jobs,
and with leaders
Increased organizational citizenship behaviors
CV Lab & LinkedIn
 https://www.youtube.com/watch?v=CKJRr8VEpEg&featur
e=youtu.be
References
 Dessler, G. (2008) Human Resource Management. 11th edn. Harlow: Pearson
Education Ltd
 Mondy, R. (2005) Human Resource Management. Harlow: Pearson Education
Ltd
 Trompenaars, F. and Hampden-Turner, C. (2011) Riding the Waves of Culture:
Understanding Cultural Diversity in Business. 2nd edn. London: Nicholas
Brealey Publishing
Any Questions?
[email protected]