194 Human Resources Management for Public and Nonprofi t Organizations
to allocate a limited amount of money among a number of community
projects. Nobody is designated as the group leader. Assessors evaluate the
individual applicant ’ s participation in the group ’ s discussion.
Assessment centers are special selection programs that rely on perfor-
mance tests. The purpose of an assessment center is to obtain multiple
measurements of key job dimensions by using a variety of instruments,
such as role - playing exercises, in - baskets, leaderless group discussions,
paper - and - pencil tests, and other written exercises. Judgments about each
applicant ’ s behavior are made by assessors who are trained in the scoring
of each exercise. Assessment centers are frequently used to select admin-
istrators and supervisors, who need skills in such areas as leadership, plan-
ning, and decision making. In the public sector, assessment centers are
commonly used for the selection of city managers and the promotion of
public safety managers.
Biodata selection procedures require that applicants complete a ques-
tionnaire that asks for biographical information. Questions may include
topics such as level of education, demographic profi le, work experience,
interests and social activities, habits, hobbies, family history, attitudes, val-
ues, achievements, and personal characteristics. Individuals are selected
based on whether their answers to the questions are related to job success.
Schmidt and Hunter (1998) reported mean biodata validity coeffi cients of
.35 and .30 against job and training success, respectively. As a result of the
high predictability, the ease of administration of biodata instruments, and
diminished adverse impact, the use of biodata has increased in both the
public and private sectors.
Drug testing has become commonplace for reasons of on - the - job safety.
Drug - dependent employees are more likely than nondependent employees
to be involved in workplace accidents. Decreased productivity, increased
absenteeism, and threats to fellow employees ’ or clients ’ safety are some
of the problems manifested by substance abusers (Offi ce of National Drug
Control Policy, 2001). Consequently, many organizations have instituted
drug testing as part of preemployment screening. It is important to note
that applicants do not have the same rights as employees. Although appli-
cants for a position may be tested for substance abuse at the organization ’ s
request, organizations do not necessarily have the right to test employees
who are already on the payroll.
Lie detector exams are permitted in certain circumstances. The Employee
Polygraph Protection Act of 1988 prevents employers involved in or
affecting interstate commerce from using lie detectors. It is unlawful
for employers to require prospective employees to take lie detector tests
or for employers to use test results or a worker ’ s refusal or failure to take