4.2 Selection Part 2

Question 1

What are Assessment centers (ACs)

Answer 1

high-fidelity simulations where current or future employees are rated on several job-based exercises (ex. Role plays)
o Multiple assessors observe behavior on focal dimensions
o Helps predict job performance, managerial potential, career advancement.
- Expensive / hyperspecific

Question 2

What are integrity tests and what do they correlate with?

Answer 2

designed to directly assess attitudes regarding dishonest behavior
o Overt integrity tests (clear purpose) - Small correlation to job performance and moderate to counter workplace behaviors.
o Personality based measures (disguised purpose) – similar but less CWB

Question 3

What are situational judgment tests (SJT), pros/cons, and their relations?

Answer 3

present applicants with a work related situation and multiple possible responses
o Moderate correlation with job performance
o Issues with SJTs – work well for low complexity jobs but difficult to design for complex jobs. Why test on something you’ll train on later.

Question 4

What do grades indicate?

Answer 4

o Reflect intelligence, motivation, but varies based on years between GPA/performance. Undergrad - strong, Masters – strongest, Ph – least strong.

Question 5

What is biodata and what is it correlated with?

Answer 5

biographical data measures contain questions about past life experiences.
o Moderate to large relationship with job performance

Question 6

Does interest in job predict performance?

Answer 6

o Interests weakly related to performance.
o Person-job fit is strong related to job satisfaction, org commitment, intent to quit (-), and strain (-).

Question 7

How does experience predict performance?

Answer 7

o Predictive power of job experience at hiring decreases over time. Not all experience is equal.

Question 8

Does age predict performance?

Answer 8

does not relate to performance. Moderate/neg relationship with tardiness/absences.

Question 9

What are recruiting / selection analysis methods?

Answer 9

o Minimum qualification – hire first applicants that score above ‘cut score’
o Top down hiring – Give job offers starting from most qualified down
 Compensatory model – arriving at selection where high score on one assessment make up for low score elsewhere
o Multiple hurdle system – process of eliminating candidates at multiple stages of selection process. Balance trade-off in cost/time.