Assessment and Selection Pt 2.

Question 1

Types of assessments

Answer 1

1. Written materials
2. Motor-sensory tests
3. Honesty-integrity tests
4. Interviews
5. Situational judgment tests
6. Assessment center exercises and role plays

Question 2

Types of written materials

Answer 2

1. Resumes and curriculum vitae
2. Work samples
3. Reference letter
4. Biodata forms

Question 3

Strengths of written materials

Answer 3

Education, experience, and past performance are often the best predictors of future performance

Question 4

Limitations of written materials

Answer 4

1. Often lacks standardized weightage of which aspects are more important
2. Materials are usually positively biased
3. Provides first impressions, which can bias subsequent assessments

Question 5

Examples of work samples

Answer 5

1. Designer’s portfolio
2. Programmer’s app
3. Researcher’s journal articles
4. Etc.

Question 6

Characteristics of reference letters

Answer 6

1. The written content is often too positively biased to be useful for comparison
2. Length and position of the referee are the main determinants
3. Adding rating scale measures to reference letter requests to obtain more useful data

Question 7

Definition of biodata forms

Answer 7

1. Questions that ask about a personal event…
2. that happened in the past
3. Is about a specific event, not a generalized perception

Question 8

Notes on motor and sensory ability tests

Answer 8

Usually outsourced to a medical examination or evaluated as part of a work sample test

Question 9

Problems with honesty integrity tests

Answer 9

1. Construct validity issues
2. Faking and social desirability issues

Question 10

3 types of interviews

Answer 10

1. Conventional interviews
2. Behavioral interviews
3. Situational interviews

Question 11

Characteristics of conventional interviews

Answer 11

1. Unstructured
2. Self-reports about your life experiences, values, beliefs, and self-concept
3. Typically can be addressed like a conversation with elements of self-presentation

Question 12

Characteristics of behavioral interviews

Answer 12

1. Structured
2. Asks you how you handled specific past incidents

Question 13

Characteristics of situational interviews

Answer 13

1. Structured
2. Asks you how you will handle hypothetical situations

Question 14

Tips for designing structured interviews

Answer 14

1. Design questions focused on only work-related characteristics
2. Standardized questions for all candidates
3. Develop a scoring matrix for each question
4. Use multiple raters

Question 15

What is the STAR approach?

Answer 15

1. Situation
2. Task
3. Action
4. Result

Question 16

Different types of situation tests, from low fidelity to high fidelity

Answer 16

1. Paper-pencil situational judgment tests (SJT)
2. Video-based SJTs
3. In-basket exercises
4. Leaderless group discussions
5. Roleplays (Essentially Video-based SJTs minus MCQs)
6. Work sample tests
7. Performance tests

Question 17

Definition of situation judgment tests

Answer 17

Typically contextualized within a job-related situation where applicants evaluate the effectiveness of presented multiple-choice responses in resolving a dilemma

Question 18

Schema of situation judgment tests

Answer 18

1. Item stem
2. Response instructions/modality
3. Response options

Question 19

Strengths of situation judgment tests

Answer 19

1. Contextualized to various job situations
2. Captures complex situations
3. High realism (ecological validity) and face validity
4. Can double up as a realistic job preview

Question 20

Limitations of situation judgment tests

Answer 20

1. Poort psychometric properties
2. Heterogenous composite scores
3. SJTs are developed based on critical incidences and may not adequately reflect the day-to-day job

Question 21

2 methods of situation judgment tests

Answer 21

1. Critical incident method
2. Construct-oriented approach

Question 22

Characteristics of Critical Incident Method

Answer 22

1. Documents the antecedent-behavior-consequences (ABC) of major incidences in the past and use them as test items
2. High realism
3. Predicts job performance well
4. But leads to heterogeneous composite scores, meaning that it may capture too many constructs

Question 23

Characteristics of a construct-oriented approach

Answer 23

1. Articulate a construct, then write items that capture that specific construct
2. Both item stem & response must align with the construct
3. Difficult to develop and may end up with generic items not relating to the work context

Question 24

What are assessment centers?

Answer 24

Uses a combination of a standardized set of tests to hire for a given job

Question 25

What are in-basket exercises?

Answer 25

Usually, a stack of 10-14 memos/emails that you have to review, prioritize, and address

Question 26

What are leaderless group discussions?

Answer 26

It checks whether one has social skills and is different from a real case group discussion as the results is not the key virtue

Question 27

2 types of SJT responses

Answer 27

1. Would-do instructions
   ->Evaluate the following options and indicate which action you would have done in a similar situation
   -> Elicits typical performance
   -> May have lower construct validity
2. Should-do instructions
   -> Evaluate the following options and identify the most and least effective options
   -> Elicits maximum performance

Question 28

2 types of performance

Answer 28

1. Can do (Ability)
   -> Maximum performance;
2. Will do (Will do)
   -> Typical performance

Question 29

2 types of tests

Answer 29

1. Speed tests
2. Power tests

Question 30

Characteristics of speed tests

Answer 30

1. Very limited time
2. Easy-moderate difficulty questions
3. Results reflect typical performance

Question 31

Characteristics of power test

Answer 31

1. Sufficient time
2. Will include more difficult questions
3. Results reflect maximum performance