Preemployment screening procedures: How human resource managers perceive them

Harris, Michael M.; Dworkin, James B.; Park, Jay

doi:10.1007/bf01125240

Cited by 25 publications

(24 citation statements)

References 6 publications

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“…All of this means that organizations now have available a vast and still growing repertoire of valid assessment options. Nevertheless, available evidence suggests that organizations often do not fully avail themselves of these opportunities (Harris, Dworkin, and Park, 1990;Robertson and M~Idn~ 1986). Furthermore, Harris et al report that concerns over test offensiveness often play a role in the use of assessment instruments.…”

Section: The Justice Dilemmamentioning

confidence: 98%

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Cropanzano

Konovsky

1995

J Bus Psychol

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In this paper we seek to accomplish two objectives. First, we review and describe a phenomenon we call the justice dilemma. We argue that workers oRen perceive valid assessment practices to be unfair. By using these techniques, employers risk incurring hidden costs that are associated with perceived injustice. Thus, it is sometimes impractical to utilize an assessment technique even though the procedure has good validity evidence. Our second purpose is to propose and test one way that organizations can resolve the justice dilemma. We do this in the context of workplace drug screening We argue that employees are often more tolerant of controversial assessment techniques to the extent that these procedures do not result in particularly negative outcomes. In a field study examining employee reactions to a drug screening program, this proposition was generally supported.Organizations often need to make decisions about their employees. They need to decide whom to retain, terminate, or promote. To make such decisions organizations oRen rely on some type of psychological test. Although many types of psychological tests are usef~ indicators of current and future work behavior, some of our most valid predictors are perceived by workers to be unfair. As we shall see, use of such tests can have a variety of negative consequences. Employers, therefore, find themselves in a "justice dilemma." Because of their concerns over fairness they are forced to circumscribe their use of valid staffing tools.

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Section: The Justice Dilemmamentioning

confidence: 98%

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Cropanzano

Konovsky

1995

J Bus Psychol

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“…The candidate achieves this by way of a free response description. While PSs are one of the most widely used selection techniques (Anderson & Shackleton, 1993;Harris et al, 1990;Shackleton & Newell, 1991;Steiner & Gilliland, 1996) there are few data on their psychometric properties (see McManus, Maitlis, & Richards, 1989). This is important as PSs may be used by recruiters to make judgments about applicants, and forms an important early screening device (Brown & Campion, 1994;Mumford & Stokes, 1992).…”

Section: Personal Statement (Pss)mentioning

confidence: 99%

Predictive validity of personal statements and the role of the five‐factor model of personality in relation to medical training

Ferguson

Sanders

O'Hehir

et al. 2000

J Occupat & Organ Psyc

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This paper explores the role of personality, and the predictive validities of personal statements (PSs) and previous academic performance in relation to future performance in medical training. One hundred and seventy-six medical students had their application PSs coded into information categories and were followed over a 1-year period and assessed on (1) 21 diVerent assessments (observations, exams, essays, etc.) and (2) the dimensions of the ve-factor model (FFM) of personality. Neither the PS information categories nor the amount of information in PSs were found to be predictive of future performance. However, both previous academic performance (Betas .41 and .45) and conscientiousness (Betas .58 and .49), from the FFM, were related to success in medical training. Conscientiousness also demonstrated incremental validity over previous academic performance. Implications concerning the role of personality in medical selection are discussed in terms of trait complexes and trait facets.

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“…It is interesting to note how these selection tests compare in actual frequency of use. Research in the United States, Europe and Australia has revealed that interviews, references and application forms are used most frequently (Bureau of National Affairs 1988;Di Milia, Smith and Brown 1994;Shackleton and Newell 1994) and, along with work samples, are evaluated most positively by HR professionals (Harris, Dworkin and Park 1990;Shackleton and Newell 1994). With the exception of 'normal' interviews and references, these procedures have good predictive validity and are liked by applicants.…”

Section: Practical Implicationsmentioning

confidence: 99%

Evaluations of Tests Used for Making Selection and Promotion Decisions

Kravitz

Stinson

Chavez

1996

Int J Selection Assessment

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Participants (N = 212) rated the fairness, job relevance, appropriateness, and invasiveness of 16 tests that could be used to select o r promote people into production or management positions. Fairness, job relevance and appropriateness were highly correlated, and were combined to form a composite evaluation scale. Evaluations and invasiveness ratings varied among the 16 tests, with the most positive ratings given to interviews and work samples and the most negative ratings given to astrology, graphology and polygraphs. Evaluations of four tests were affected by the position (manager vs. production worker). Evaluations of 11 tests and invasiveness ratings of two tests were affected by respondent experience with the test.Respondents who had experienced the tests evaluated them more positively and considered them to entail a smaller invasion of privacy. Responses were not affected by whether the test was to be used for selection versus promotion decisions.

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Preemployment screening procedures: How human resource managers perceive them

Cited by 25 publications

References 6 publications

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Resolving the justice dilemma by improving the outcomes: The case of employee drug screening

Predictive validity of personal statements and the role of the five‐factor model of personality in relation to medical training

Evaluations of Tests Used for Making Selection and Promotion Decisions

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