2. selective selection Flashcards
behavioral interviews
interviews looking into job knowledge/experience → what did you do when XX happened to you?
Situational/ interviews
looking into self evaluation/past experiences → what would you do in a hypothetical situation
Impression management
general impression
e.g. compliments to interviewer, higher chances of getting hired
criticism of job interviews
Subjective and unreliable → prone to bias (first 4 mins they already know if they want to offer a position)
Ppl can say something but not necessarily what they would do
Assessment centers
combo selection methods, role-plays and cog ability tests and involves multiple observers
Aim: assess applicant on multiple competencies at once, giving a broad perspective on their abilities
Multiple trained assessors → wider view on assessment
Expensive (training needed for observers, wash up session afterwards) → 53% felt cost justified due to long term sig
Personal selection and assessment (PSA)
- used by organizations to determine which of the applicants for the job is most appropriate for a particular position
> predictivist
> constructivist
biodata
specifications of biographical info on candidate life history → past beh good predictor of future performance
Hard items → previous education
Soft items → interest and hobbies
Identifying correlations between biographical info and criterion measures
Criterion measures → work performance and absenteeism (not showing up, being absent)
Psychometrics tests and measure of personality:
testing cog abilities and psychological processes (personality and situational judgment tests)
Psychometrics tests and measure of personality: general mental abilities test GMA
> measures indiv capacity to learn new things quickly and using that info in diff conditions → one of most valid predictors of job perf and can be applied to several occupations
GMA tied w other cog ability test (numerical test or verbal reasoning test) gives most effective results for candidate selection
Personality tests/inventories (big 5)
> Emotional stability → pos corl w job performance
Extraversion → corl well w skills job
Openness to experience → pos corl across many job roles
Agreeableness → being cooperative w team members, listening to opinions of all
Conscientiousness → staying focused, organized, hard working
Personality tests/inventories (big 5) criticism
Big5 personality test weren’t necessarily designed to assess job performance
Using personality tests to predict job performance hasn’t been tested as reliable across multiple jobs → diff jobs require diff personality traits so not all applicable and relevant
Ppl may lie to appear more socially reliable/desirable → potential neg consequences
Consistent results across demographics? → not consistent due to diff cultures (individualistic vs collectivist) in expressing same personality traits
Work sample test
test that reflects reality of job, given instructions on how to complete task and perform in front of someone → possibly effective for jobs which require communication w customers to test abilities
validation processess look at 2 factors when measuring accuracy of selection methods. what are they?
validity = do they measure what they should reliability = extent to which instrument consistently measures against diff situations
validation processes look at 2 factors when measuring accuracy of selection methods. what are they?
validity = do they measure what they should reliability = extent to which instrument consistently measures against diff situations
Types of validation: criterion-related validity
main purpose to select ppl who are likely to perform well in roles → how well test predicts future performance
Relationship between a predictor and criteria
