Employee Selection Criteria
Ami Williams
Argosy University

Employee Selection Criteria

The purpose of this paper is to discuss the steps necessary to re-evaluate the selection criteria for a corporation that has undergone corporate restructuring. This company has hired Joe, an Organizational Development consultant, to moderate the changes being made during the restructuring. There have been jobs eliminated and jobs added within the corporation, so Joe is in the process of re-evaluating the selection criteria for the new job descriptions. The following stages of re-evaluating that criteria will be discussed in this paper the base rate of successful employees, predictive validity, concurrent validity, and avoiding discrimination.
Base Rate of Successful Employees The success rate or base rate of successful employees is the percentage of employees that were successful before the changes were made in the selection criteria (Argosy, 2015). Joe will be able to get this information in the company’s employee performance evaluation records. He can then use the base rate of success to test the validity of the new selection criteria.
Predictive Validity
Predictive Validity tests compare test scores from one time frame to job performance at a future time frame (Argosy, 2015). In order for Joe to demonstrate that the old and new selection criteria predict job performance he will need to conduct a predictive validity test. Joe can compare test scores that were recorded of the applicants that became new employees to the performance evaluations those employees will receive a few months after their employment began. If the evaluations indicate successful job performance of the employee then the combination of the old and new selection criteria used in the selection process of this employee are proven to be valid.
Concurrent Validity
Concurrent Validity, also called present-employee method, tests compare job performance and test scores that are measured at the same time (Riggio, R. 2008). The concurrent validity test does produce faster results than the predictive validity test, but it may not provide as precise an assessment of the criteria or predictor in question as the predictive validity test (Riggio, R. 2008). A concurrent validity test would be useful to quickly provide a test score from a current employee for use as a comparison to an applicant’s test score, thus making the current employees score a selection criteria or a predictor of performance.
Avoiding Discrimination
During the restructuring of the corporation there will be the elimination of employment positions and the implementation of new