Personnel Selection Methods

The most common tools for gathering information on applicants are applications and r$$sum$$s$.$ Employers verify the basic, factual information on these documents submitted by candidates through the interview process and through reference and background checks. To ensure that applicants have the knowledge, skills, and abilities needed for the job, though, employers use a variety of additional tools. Cognitive ability tests can be valid predictors of performance in complex jobs, although there are concerns about their adverse impact on different racial groups and resulting legal issues. Physical ability tests may be useful in predicting an applicant's capability to perform physically demanding jobs, but they tend to exclude women and people with disabilities. Job performance tests generally have high validity, because they assess the individual in actual job$-$related activities. Drug testing has also become common, and while it can be very useful, employers must make sure the resulting report is sent to the applicant, the drug test is administered to all applicants for the same job, and the tests are conducted in an environment that respects applicants' privacy.

In this activity, you will read a case about a small business. The company needs to hire a new employee and needs advice on what tools to use to select and hire the best candidate for the job. Review the section in your text on the types of employment tests that can be used for employee selection.

Read the case below and answer the questions that follow.

You are a consultant who specializes in job candidate evaluation and employee selection. A moving company is seeking your advice about the appropriate selection measures to evaluate candidates for the position of driver$/$mover$.$ When people are moving from one home to another, they contact the moving company to take care of relocating their belongings. The people responsible for the move are the driver$/$movers$.$ Applicants for this job must be able to drive long hours and lift and carry heavy objects.

Because driving a truck is an essential function of the job, applicants must not only be physically capable of driving, but must also have an impeccable driving record. Driving a truck is a dangerous safety hazard if the applicant is not a good driver. Also, the job description requires that applicants for a driver$/$mover position with the moving company must have the physical ability necessary to move heavy furniture safely and without damage. An applicant unable to perform this task would be a risk to the employer, as well as to the safety of co$-$workers, clients, and the clients' belongings.

Which one of the following techniques would you consider least valuable to the moving company in predicting performance and injuries for this physically demanding job?

Multiple Choice

personality inventory

job performance test

drug test

physical ability test

cognitive ability test