Gatewood

HUMAN RESOURCE
SELECTION, 8E

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 MEASUREMENT IN
SELECTION
Information is the basis for all decisions
concerning the selection of job applicants
But sometimes decisions are wrong,
perhaps because of faulty data
The objectives of this Part 2 of the text are:
1. Explore the role of HR measurement in
selection decision making
2. Examine the concepts of reliability and
validity of selection data and their role in
decisions
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 Human Resources
Measurement in Selection
Chapter 6

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 Fundamentals of Measurement:
An Overview
In selection decision making we assume
that information is available
◦ But what types of information can be used?
◦ Where does it come from?
◦ What characteristics are most useful
We will focus on:
◦ (a) basics of psychological measurement in
HR
◦ (b) locating, developing and interpreting
measures used in HR selection
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 The Role of Measurement…
The Nature of Measurement
A Definition
From an HR perspective, measurement
involves the systematic application of rules
for assigning numbers to people to
represent the quantities of a person’s
attributes or traits
Rules: Tests must be administered under
the same conditions and scored in the same
manner as all other users
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 The Role of Measurement…
The Nature of Measurement (2)
A Definition (cont.)

Tests measure an attribute or trait of the

person which is not directly observable
Psychological, not physical traits, are
indicators of how job candidates will
behave on a job
◦ But we must make inferences from the data
Numbers represent attributes

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 The Role of Measurement…
The Nature of Measurement (3)
Criteria and Predictors in Selection
Research
Two types of variables must be identified
for prediction:
◦ Criterion (a definition of what is meant by
employee success on the job)
 The most frequently used performance criteria are
supervisory ratings of work performance
◦ Predictor (measures of WRCs identified
through a job or work analysis as important for
job success
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 The Role of Measurement…
The Nature of Measurement (4)
Measurement and Individual Differences
Measuring individual differences helps us
identify those who should be hired
Figure 6.1 shows a hypothetical
distribution of quantity output for a group
of workers
◦ The plot shows that employees differ in their
levels of productivity
◦ Few produce a very large or very small output
◦ We need a selection procedure that will predict
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productivity
certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.
 Figure 6.1- Hypothetical
Distribution of …Production

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 The Role of Measurement…
Scales of Measurement
A scale of measurement is a means by
which individuals can be distinguished
from one another on a variable of interest,
either a predictor or a criterion
◦ Different predictors and criteria differ
dramatically in precision
Figure 6.2 shows hypothetical
distributions of trainees’ scores for two
methods of measurement
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 Figure 6.2- Hypothetical
Distributions of Trainees…

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 The Role of Measurement…
Scales of Measurement (2)
The manner in which a variable is
measured, and not the variable itself,
determines the level of measurement
Four types of scales exist:
◦ (a) nominal
◦ (b) ordinal
◦ (c) interval
◦ (d) ratio
Precision increases from nominal to ratio
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 The Role of Measurement…
Scales of Measurement (3)
A nominal scale is composed of two or
more mutually exclusive categories
◦ Example: Male or female
An ordinal scale is one that rank-orders
objects of individuals from high to low
◦ Example: test scores, as percentiles
◦ Figure 6.3 shows an example of an ordinal
scale of measurement

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 Figure 6.3- Example of an
Ordinal Scale of Measurement

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 The Role of Measurement…
Scales of Measurement (4)
An interval scale uses constant units of
measurement to rank-order
◦ Example: See Figure 6.4
A ratio scale has an absolute zero point, and
differences between numerical values have
meaning
◦ Example: most scales involving physical
measurement or counting
Table 6.1 summarizes the types
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 Figure 6.4- Example of an Interval
Scale …Rating…Performance

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 Table 6.1- General Characteristics,
Four Scales of Measurement

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 Standardization of
Selection Measurement
In the context of selection, a measurement
method is the systematic application of
preestablished rules or standards for
assigning scores to the attributes or traits of
an individual
A selection measure may provide
information to be used either as a predictor
or a criterion
◦ But differences in scores must be attributable to
ability, and not to other factors
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 Standardization of
Selection Measurement (2)
Standardized Measurement is required
A predictor or criterion is standardized if:
◦ 1. Content. All people measured by the same
content
◦ 2. Administration. Information is collected the
same way in all locations
◦ 3. Scoring. Rules for scoring exist and are
applied in the same way

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 Standardization …
Measures Used in HR Selection
In a validation study, criteria are employed
as part of a research study designed to
determine which selection procedures are
related to job success and should be used in
selection decision making
◦ Criterion measures serve as a standard for
evaluating how well predictors do their job
 Predictors have a direct impact on decisions
 Criteria play an indirect role

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 Standardization …
Measures Used in HR Selection (2)
Predictors or Selection Procedures
Many types have been used, but most fall
into three broad categories:
◦ 1. Background information
◦ 2. Interviews
◦ 3. Tests

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 Standardization …
Measures Used in HR Selection (3)
Criteria
or Measures of Job Success
One way to classify criteria is by the
measurement method used to collect data:
◦ 1. Objective Production Data
◦ 2. Personnel Data
◦ 3. Judgmental Data
◦ 4. Job or Work Sample Data
◦ 5. Training Proficiency Data

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 Standardization …
Standards for Evaluating Selection Measures
Some of the factors to be used for choosing
a selection measure are listed in question
form in Table 6.2
◦ If a measure doesn’t meet these standards,
 (a) determine whether you can adjust your data or
calculation of the score, or
 (b) if that option is not viable, find or develop another,
more suitable measure
◦ The factors listed in Table 6.2 are not of equal
importance
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 Table 6.2- Factors to Consider
When Choosing… Measures

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 Table 6.2- Factors to Consider
When Choosing… Measures (2)

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 Standardization …
Finding & Constructing Selection Measures
Once we have identified the criteria
necessary for successful work performance,
the process of identifying and implementing
our selection procedures may begin
◦ A consultant, perhaps an industrial-
organizational psychologist, is needed
Two choices:
◦ (a) locate and choose from existing measures
◦ (b) construct our own
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 Standardization …
Locating Existing Selection Measures
Advantages of using existing measures:
◦ 1.Use of existing measures usually less expensive
and less time-consuming than developing new
ones
◦ 2. If previous research was conducted on these
measures, we will have an idea of the reliability,
validity and other characteristics of the measures
◦ 3. Well-developed, existing measures are often
superior to what could be developed in-house

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 Standardization …
Locating Existing Selection Measures
Information Sources for Existing Measures
◦ Sources in print and on the Internet (see Table
6.3) list sources of existing measures (see also
Table 6.4)
◦ Text and Reference Sources
◦ Buros’ Mental Measurements Yearbooks
Other Reference Sources
◦ Journals
◦ Test Publishers (Levels A, B and C)
◦ Professional Associations
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 Table 6.3- Internet Sources for …
Existing Selection Procedures

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 Table 6.4- Selected List of
Preemployment Test Publishers

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 Standardization …
Locating Existing Selection Measures (2)
Minimum recommendations for choosing an
existing selection measure:
◦ 1. Completely understand the attribute you want
to measure, and the best means for assessing.
◦ 2. Read reviews and evaluations of the measure;
Buros’ Mental Measurements Yearbook good
◦ 3. Order and study a specimen, if available
◦ 4. Next, ask “are there compelling arguments for
using or not using this measure?”

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 Standardization …
Constructing New Selection Measures
Development of measures is a complex,
risky, resource-consuming process
Best you work with a professional
Your knowledge of the basic issues involved
in selection measure development, validation
and application can help bridge possible
communications gap between the
organization and the consultant

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 Standardization …
Constructing New Selection Measures (2)
Steps in Developing Selection Measures
◦ 1. Analyze the job for which a measure is being
developed
◦ 2. Select the method of measurement to be used
◦ 3. Plan and develop the measure
◦ 4. Administer, analyze and revise the preliminary
measure
◦ 5. Determine the reliability and validity of the
revised measure for the jobs studied
◦ 6. Implement and monitor the measure
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Figure 6.5- Checklist Used to Match
Selection Procedure with WRCs…

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Figure 6.6- What an Industrial Electrician
Needs to Know to Perform The Job

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Figure 6.7 – Form Used to Determine
Item Budget for Knowledge Topics…

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 Interpreting Scores on
Selection Measurement
Using Norms
◦ To interpret the results of measurement, we need
to know:
 (a) how others scored on the selection procedure
 (b) the validity of the selection procedure
◦ Scores of relevant others are norms
◦ When using norms to interpret scores:
 Norm group selected should be relevant
 Use local norms when appropriate
 Remember that norms are transitory
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 Interpreting Scores on
Selection Measurement (2)
Using Percentiles
◦ Percentiles scores are used to show the
percentage of persons in a norm group who fall
below a given score on a measure
 A percentile score is not a percentage score
◦ The higher the percentile score, the better a
person’s performance relative to others
◦ Figure 6.8 illustrates how normative percentile
data are reported in test manuals
◦ Percentile scores useful, but subject to misuse
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Figure 6.8- Illustration of How Percentile
Norms are Reported in Test Manuals

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 Interpreting Scores on
Selection Measurement (3)
Using Standard Scores
◦ Standard scores represent adjustments to raw
scores, so it is possible to determine the
proportion of people who fall at various standard
score levels
 Scales indicate, in common measurement units, how
far above or below the mean score any raw score is
◦ Stanine scores are a form of standard score
◦ Figure 6.9 depicts the relationship among these
scores
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Figure 6.9- Relationship Among Normal
Curve, Percentiles, Standard Scores and
Stanines

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