14 tb Flashcards
testing from WWII to present
army general classification test developed to place US army recruits
What was the role of the Civil Rights movement in testing?
drew attention to issues of test validity and fairness
federal governments uniform guidelines on employee procedure of 1978 developed
What are the myths about pre-employment testing?
the organization will be sued
pre-employment tests cost too much
pre-employment testing is too time-consuming
pre-employment testing does not work
the organization will be sued
proving that the test is valid predictor of job performance and consistent with business necessity
also many test that do not discriminate against protected classes
proving that the test is valid predictor of job performance and consistent with business necessity
also many test that do not discriminate against protected classes
the organization will be sued
pre-employment tests cost too much
tests can cost from $25 to $200 per individual
the cost of a bad hiring decision is greater
tests can cost from $25 to $200 per individual
the cost of a bad hiring decision is greater
pre-employment tests cost too much
pre-employment testing is too time-consuming
new testing formats can be administered efficiently and accurately and can e scored in a little as 30 minutes
new testing formats can be administered efficiently and accurately and can e scored in a little as 30 minutes
pre-employment testing is too time-consuming
pre-employment testing does not work
using reliable and valid tests work for screening job applicants
using reliable and valid tests work for screening job applicants
pre-employment testing does not work
traditional interview
interviewer pursues different areas of inquiry with each job candidate
interviewer pursues different areas of inquiry with each job candidate
traditional interview
limitations of traditional interview
is not a reliable or valid predictor of job performance
structured interview
interviewer asks same questions of all job candidates
interviewer asks same questions of all job candidates
structured interview
When and why do we ask probing questions?
when we do not fully understand da response, when answers are vague or ambiguous or when we want to obtain more specific or in depth information
How does interviewing influence whether or not a candidate will remain on the job?
the candidates have more realistic expectations, they are likely to remain on the job longer than those that had low expectations
What are work samples?
smaller-scale assessment in which candidates complete job-related task such a building a sawhorse or designing a toy horse
examples of work samples
building a sawhorse or designing a toy house
Do performance tests yield high validity?
yes. they’re found to be valid predictors of job performance
What are performance appraisals?
formal evaluations of employees’ performance
formal evaluations of employees’ performance
performance appraisals
Why is rater training important/relevant for performance appraisal?
because the people who work close to the individual see how they perform on a daily basis
