Lecture Outline
    Selection Law
    Recruiting & Affirmative Action
    Selection Predictors
    Interviewers & Interviewees
    Promoting offer acceptance

Reading
    Chapters 5& 6

Discrimination at Work
    Human's vary on every measurable dimension

    __________ = to identify a difference between

    Selection Goal = discriminate workers who ________ perform the job successfully
 

Unfair Discrimination at Work
    When characteristics that are _______ to job success are used to determine employee status
 

Up to Early 1960's
    Not illegal to discriminate on basis of ____, gender, age, disability, etc.

    Employee could be fired at will

    "__________ effect" = organizations were "chilly towards" or uninterested in certain groups of applicants

    Ethnic minorities & women were often barred from the best jobs
 

Discrimination Laws
    Age (over 40)
        Age Discrimination in Employment Act

    Disability
       __________ _________  Act of 1990

        Vocational Rehabilitation Act of 1973

    Pregnancy
        Pregnancy Discrimination Act of 1978

    Religion

        ____________________

    Race
        14th Amendment
        Civil Rights Acts ('64, '91)

    Gender

        Civil Rights Acts ('64, '91)

       ___________________

    National Origin
        Civil Rights Acts ('64, '91)
 

Griggs vs. Duke Power Co. (1971)
    Supreme Court ruled that the Civil Rights Act had been violated even though there was __________ to
    discriminate unfairly
 

Uniform Guidelines on Employee Selection Procedures (1978)

    Emphasizes idea of _________________

    4/5 or 80% Rule

    illegal discrimination when the % of minority applicants selected is  _____________________
    of the % of majority applicants selected
 

    Example of Adverse impact:
 
 
 
 
 
 
 
 
 
 

**Selection tool __________ ________**
 

Affirmative Action
    Goals
        - Active role in fighting employment discrimination
        - Help overcome effects of past discriminatory practices & policies
        - Promote recruiting/hiring of ________ women and minorities

    Misunderstandings
        - A.A. is _______ a law
        - Does _______require the selection of the unqualified
        - Does ______require meeting "quotas"

    1971 Supreme Court - racial composition ______________________

    Focus on ____________________________________ rather than social justice

    "Protected class" expanded to include historically irrelevant

    Out of hand

    Effects of __________ of Preferential Selection (not based on merit)
        - _____ view of self

        - Others view you as _______________

        - Negative reactions from ______________

    *Correctable by showing __________ _____*
 

Predictors
    = indicators of ____________________

       Physical tests

       Psychological Tests

       Integrity Tests

       Personality Tests

       Psychomotor Tests

       Assessment Centers

       Work Samples
 
 

       Past perf. = __________ _______ perf.

            - Interviews

            - Applications

            - Resumes

            - Letters of Recommendations

            * __________ Principle *
 

Interviewer Affects Acceptance

    = first impression of organization
    = viewed as microcosm of org.

    Interviewer can affect perceptions of:

        - __________

        - __________

        - organizational __________
 

Interviewee Characteristics

    More attractive people perceived as:
        - Happier
        - More __________
        - More __________
        - More __________ skilled

        * More likely to get job offer *
 

    Attraction Exceptions:

        ________attractive women get higher ratings for managerial jobs (1997)

        For women, sometimes a more masculine style of dress can ________ chance of job offer

        Male interviewers give _____scores to perfume/cologne wearers

        Female interviewers give _____scores to perfume/cologne wearers
 

Interviewee Characteristics
    Interviewer-Interviewee Similarity:
        - Personality
        - Gender
        - Race
        - __________

    Fill in Order Effect graph below
 
 
 
 
 
 
 
 
 
 
 

Predictor Reliability
    How well does the test measure the same thing across testings?

    Example:

        Jan. S.A.T.s = _____

        Feb. S.A.T.s = _____

        **Something is wrong!!**
 

    __________ = it consistently measures same thing

    __________ = it does not measure same thing each time
 

    **Does NOT indicate _______is measured**
 

Predictor Validity
    How well does the test measure ______ it is supposed to measure?

    Examples:

        Measure intelligence with S.A.T.s vs. Measure intelligence with sit-up test

        **Personality & Colors Test Example**
 

    ______= it measures what it's supposed to measure

    ______= it measures something else
 
 

   Predictors can be reliable but ________

    Predictors MUST be _______to be valid
 
 

Predictor Utility

    Base Rate = x/y
        x = # applicants who would be successful when predictor not used (ex. 10)
        y = # applicants (ex. 100)

        x/y = 10/100 = .1 or 10%

        _____= all applicants will be successful

        _____= none of the applicants will be successful

        _____= half of the applicants will be successful

        ***closer to 50% = ____ utility***
 

        Selection __________  = # openings/# applicants

            = 10 openings/100 applicants = .10
            = 10 openings/12 applicants = .83

            ***_____ the selection ratio = _____ selectivity***
 

        Fill in Valid Predictor graph below
 
 
 
 
 
 
 
 
 
 
 

       Fill in Selection Ratio/Base Rate graph below
 
 
 
 
 
 
 
 
 
 

        Fill in Selections & Rejections graph below
 
 
 
 
 
 
 
 
 
 

Present work conditions honestly?
    Unpleasant surprises _____ P(turnover)

    Provide __________ view of favorable AND __________ aspects of the job

    Promotes realistic job expectations

    If person can't tolerate conditions, ______________________________
 

    ____ P(turnover)
        - saves training $
        - saves re-recruiting & selecting $
 
 

On-Site Visits
    P(offer acceptance) _____ if host is __________

    _____ if company location near activities (cultural, rec., social)

    _____ if women don't _______________
 
 

Realistic Job Previews
    Cost effective (job anal. completed)

    _____ job performance (debate)

    _____ job __________

    _____ turnover

    _____ _________