2.b. Selection Methods

Question 1

Structured interview

Answer 1

Standardized procedure/questions & criteria for evaluation

Question 2

Types of Structured Interviews

Answer 2

1. Behavioural interviewing
2. Situational interviewing

Question 3

Behavioural interviewing

Answer 3

Past behaviour predicts future behaviour

Interviewees are asked to describe their previous behaviour in past situations deemed relevant to the job at hand

Foundation of competency-based interviewing

Question 4

Situational interviewing

Answer 4

Intention to behave predicts future behaviour

Interviewees are presented with hypothetical situations related to the job and asked what they would do/how they would respond

Answers compared to expert generated responses using BARS

Doesn’t take different levels of experience into account (might influence answers)

Question 5

BARS

Answer 5

Behaviourally Anchored Rating System (BARS) used to rate interviewee responses

Eval.
Increased consistency, job relatedness, reliability, validity
Lower bias

Question 6

Behavioural vs Situational

Answer 6

B - typical performance, complex jobs
S - maximal performance

Question 7

Interviews eval.

Answer 7

High criterion-related validity, best method

Criticism:
Saying =/ doing
Impression management - best foot forward
Mixed evidence for incremental validity

Question 8

Psychometric Tests

Answer 8

Quantitative assessments of psychological attributes used to indicate maximal performance & typical performance

Question 9

Cognitive ability tests

Answer 9

Intelligence tests etc.
Maximal ability
Measuring g

Question 10

Cognitive ability tests eval.

Answer 10

High criterion-related validity
Validity generalization across wide range of jobs

Criticism:
g over multiple intelligence theories
Adverse impact -> stereotypes can impact performance
Differences between ethnicities, genders, ages not considered

Question 11

Personality measures

Answer 11

Big 5
Validity for each varies based on job

Conscientiousness - biggest predictor, negative correlation with creativity
Openness - training performance
Emotional stability - job performance
Extraversion - interpersonal skills

Question 12

Personality tests eval.

Answer 12

Moderately good predictor (conscientiousness in particular)

Criticism
Inconsistent predictive validity across different jobs
Mixed evidence for validity in general
Impression management
Cultural differences

Question 13

Interest tests

Answer 13

Predicting job performance based on interest in the job

Not a good predictor

Question 14

Assessment Centres

Answer 14

Individuals are given multiple assessments which use different methods, involving multiple assessors (observers)
Involves information from job analysis (what is expected, what are we testing for?)
Taken in groups
e.g. group projects, role plays, interviews, psychometric tests

Moderator session where assessors discuss each candidate

Question 15

Assessment Centres Validity

Answer 15

Higher criterion-related, face & incremental validity
Unclear evidence over predictive validity & construct validity

Question 16

Biodata

Answer 16

Biographical info. about a person
Hard items - verifiable info. e.g. education
Soft items - e.g. hobbies, interests

Predictive/concurrent validation studies to determine what info. is relevant & predicts performance in specific job
Developed into questionnaire

Question 17

Biodata eval.

Answer 17

Moderate predictive validity

Criticism: equal opportunity for people of all backgrounds

Question 18

Work sample tests

Answer 18

Trial session where candidates try out what it would be like in a job

Question 19

Work sample tests eval.

Answer 19

High criterion-related & face validity
Moderate construct validity

Criticism:
Expensive
Simulation might not be an accurate representation of working life

Question 20

Adverse impact

Answer 20

Indirect discrimination, selection procedure biased for a certain group