Tools for Successful Selection

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Tools for Successful Selection

• Job Application Forms

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What Should be Included?

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What Should be Included?

• Employers can ask anything that will help them
  make a better hiring decision
• burden of proof is on employer
• Some questions are better after hiring
• Include a disclaimer/waiver

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Using Application Data

• Traditional subjective approach
• Training and Experience Checklists
• Identify critical tasks
• Design questions to assess experience/training
• Develop scoring system
• Biodata approach (WABs, BIBs)
• Information in application forms can be scored
• Weighting formula can be used to create a score

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EXPERIENCE CHECKLIST

• Research Experience
• ___ National conference presentations
• ___ Regional Conference presentations
• ___ Second Tier Publications
• ___ First Tier Publications
• Teaching Experience
• Service Experience

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Using Application Data

• Traditional subjective approach
• Training and Experience Checklists
• Biodata approach (WABs, BIBs)

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Weighted Application Blanks

• Score Information on application blank
• Determine relationship of each item with
  criterion
• Weight items
• Compute WAB formula/score

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Biographical Information Blanks

• Biodata questionnaires are developed to measure
  demographics, experiences, interests, attitudes
  of applicant
• Broader, longer, and more rational than WABs
• Only items predicting job performance are
  included in final, weighted score

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Tools for Successful Selection

• Background and Reference Checks

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Basic Assumptions

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Negligent Hiring

• A violation of an employers common law duty
  to protect its employees and customers from
  injury by hiring an employee it knew (or should
  have known) posed a threat of risk.

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Defamation of Character

• The offense of injuring a persons character,
  fame, or reputation by false and malicious
  statements
• Slander - if spoken
• Libel - if written

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Safe Reference Checking

• Obtain employees permission
• Have employee waive right to review
• Defense of truth
• Privileged communication
• when a duty moral, social, legal to speak
  and an interest to hear facts about anther's
  performance are relatively more important than an
  individuals reputation

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Privileged Communication

• Must be in good faith
• Without malice
• By party in position to evaluate information
• Directed towards party with legitimate interests

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Recent Legal Developments

• Many states are considering protections for good
  faith job references
• May increase likelihood of negligent
  hiring/negligent referral lawsuits if employers
  dont check references

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Recommendations -Reference Seekers

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Recommendations-Reference Providers