Ch 6: Predictors Flashcards
Predictor
Data, test results, prior performance, work samples, and any other variable used to forecast a criterion.
Test
A systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories.
Computer Adaptive Testing
The process through which computer technology is used to identify easier and harder questions for applicants that eventually estimate their true ability level.
Speed Test
A test containing relatively easy items with a short time limit in which individuals must complete as many items as they can.
Power Test
A test with no fixed time limits and relatively difficult items.
Individual Tests
Tests that are administered to one person at a time.
Group Tests
Tests in which many applicants can be tested at one time.
Paper-and-Pencil Tests
Frequently used tests in which individuals respond to questions in a test booklet or mark answers on computer sheets to be scanned.
Performance Tests
Tests that require the manipulation of an object or a piece of equipment.
Validity Coefficient (r)
A correlation that serves as an index of the relationship between a predictor and a criterion; used by selection researchers and practitioners as evidence that a particular test is a valid predictor of a performance criterion.
Predictor: Cognitive Ability
most frequently used predictors in selection contexts.
Predictor: General Cognitive Ability Tests
predict the likelihood of an individual’s ability to perform well in a particular job by measuring the general capacity to learn.
Predictor: Specific Cognitive Ability Tests
tests of specific cognitive abilities attempt to predict the likelihood that an individual will do well in a particular job given their SPECIFIC abilities.
Predictor: Specific_
Mechanical Ability
A specific cognitive ability involving a focus on mechanical relations, recognition of tools used for various purposes, and sometimes actual mechanical skills.
Predictor: Specific_
Spatial Ability
A specific cognitive ability involving a focus on geometric relations, such as visualizing objects and rotating them spatially to form a particular pattern.
Predictor: Specific_
Clerical Ability
A specific cognitive ability, relevant for jobs such as secretary, administrative assistant, and bookkeeper, involving a focus on both perceptual speed and accuracy in processing verbal and numerical data.
Predictor: Emotional Intelligence
Ability of a person to deal effectively with their emotions and the emotions of others.
Predictor: Psychomotor Tests
Tests that measure both the speed and accuracy of motor and sensory coordination.
Predictor: Personality Tests
Tests in which numbers are systematically assigned to individuals’ characteristics.
Big Five: OCEAN
Myers Briggs MMPI
Big Five Personality Test
Openness to Experience *Conscientiousness Extraversion Agreeableness *Neuroticism (emotional stability)
*biggest predictors of performance have been found to be…pg. 177
Faking
Individuals can potentially guess the responses that likely result in high scores, and are not answering honestly.
Predictor: Integrity Tests
Tests used in an attempt to predict whether an employee will engage in counterproductive or dishonest work-related behaviors such as cheating, stealing, or sabotage; also called honesty tests.
*American phenomena? Not much research in other countries yet.
Predictor: Work Sample Tests
Tests that attempt to duplicate performance criteria measures and use them as predictors, thus forming miniature replicas of the job.
Predictor: Situational Judgement Tests
SJTs
Paper-and-pencil test or video vignette that provides hypothetical scenarios for candidates to respond to by choosing the best alternative.
Predictor: Assessment Center
AC
An approach or method in which MULTIPLE RATERS (assessors) evaluate applicants or incumbents (assesses) on a standardized set of predictors (exercises.)
*not a particular location
Assessment Center: In-basket
An individual exercise in which assessees are asked to act as a manager in a particular company with certain issues to be considered and responded to.
Assessment Center: Leaderless Group Discussion
LGD
A group exercise designed to tap managerial attributes that requires the interaction of a small group of individuals.
Typically rated on:
- aggressiveness
- persuasiveness
- interpersonal skills
- communication skills
- flexible thinking
- listening skills
Biographical Information
In the context of selection, any information that is descriptive of an individual’s personal history.
Biodata
Personal history information obtained through a biographical information blank (BIB) that asks respondents about their attitudes, hobbies, experiences, and so on.
Interviews
Procedures designed to predict future performance based on an applicant’s oral responses to a series of questions.
*structured vs. unstructured
Situational Interview
An interviewing technique that relies on candidates sharing responses or intentions about job-related dilemmas or situations proposed to them with respect to the new job.
Behavior Description Interview
An interviewing technique that relies on candidates sharing examples of past behaviors related to tasks required for the new job.
Realistic Job Preview
RJP
During an employment interview, the presentation of an accurate glimpse of what the job would be like.
