CH 9: Assessing External Candidates Flashcards
What are some external assessment goals?
Maximize Fit
Maximize ROI
Assess Ethically
Ensure Legal Compliance
What are the 4 dimensions of fit?
Person-Vocation Fit- IAbVP
Person-Job Fit- KSAO—-DMAtrR
Person-Organization Fit- VAtP–VNC
Person-Group Fit- I—WG/S
What is complementary and supplementary fit?
Complementary- Adds something that was missing by being different
Supplementary- Has characteristics similar to existing employees
Possible Assessment Outcomes
False Positive
True Negative
True Positive
False Negative
Factors that Affect Assessments- Stereotype Threat
awareness of subgroup differences on
standardized tests creates frustration
among minority test takers and
ultimately lower test scores
Return on Investment
The ROI for new assessment method= Sum of Economic Value from + performance AND savings from avoiding bad hires
staffing is a major investment put in by the firm to aquire quality hires
Although we do not want to look at it as a cost, cost is still very important for companies that do not have the money for expensive systems even if they are more accurate for identifying the best new hires
What else can assessment tests find?
New hire’s development needs
So post-hire training can work on these needs
Legal Compliance
KSA must be tested on must be those necessary to perform the job
Describe the hiring stages- names as u progress through
Job applicants- when u first apply
Job Candidates- Passing the initial screening and further assessed on dimensions of fit and by job specifications
Finalists- those who remain after all assessment methods are complete- then final choice is made
Some external Assessment methods
Screening Methods: narrow down pool- resume & cover letter, applications and weighted applications
Evaluative Methods- evaluate pool and determine who should get job- Job knowledge tests, behavioral, situational, and case interviews
Contingent Methods- Job offers are contingent on passing these: Medical/drug tests & background check
What are derailers
Characteristics related to poor fit or performance that should be screened out
-Being too moody
-Being too attention-seeking
- Being high on Dark Triad
Comparision of Commonly Used Assessment Methods
Cognitive ability Tests- V.51, AR-G, RC-L/L, AdI-H, U-Easy
Structured Interviews-
V.51-.63, AR-G, RC-H/H, AdI-Mixed, U-Mod.
Job Knowledge Tests- V.48, AR-Good, RC-H/L, AdI-L, U-Easy
Weighted Application Forms-
V.50, AR-Good, RC-H/L, AdI-L, U-Easy
Simulation-
V.54, AR-G, RC-H/H, AdI-L, U-Dif.
Work Samples-
V.54, AR-G, RC-H/H, AdI-Low, U-Dif.
Biodata- Info on candidate’s interests, work experiences, training and education- careful not to discriminate with factors that are beyond control like/ or be intrusive/uncomfortable..
But even if one person has an advantage- extra curricular, it does not mean that it no longer matters because the other candidate went to a small school that did not have extra-curricular activities
Explain the V, AR, AdI, U
V- Validity (don’t confuse with weight in Assessment plan): how well tool predicts relevant components of job performance (-1 to 1 scale)
So how well can this tool select individuals that will perform well
Applicant Reactions- perceived fairness
AdI- Deals with ability to limit discrimination
U- People in the org. must be willing and able to use the method consistently and correctly.
Types of Interviews
Unstructured
-Not as job related, Legal risks
-Dif. to compare cnadidates as dif. content used
Structured
-Standardized, job related questions
Behavioral- Q based on actions done in the past- "Tell me about a time when you..." Situational- Using hypothetical questions "What would you do if..."
What format to use when answering Behavioral interview?
S- Situation u were in or
T- Task u were to do
describe a specific situation, giving enough detail for the interviewer to understand the situation and your goals/aim/ what you wanted to achieve in that sit.
A- Action that you took
R- Results you received and what you learnt
Other forms of Interviews
Semi-Structured- ask a set of pre-identified open questions (often behavioral), that prompt discussion and allow interviewer to further explore some responses or themes
Case Interview- Interviewer gives the candidate a situation, problem, or challenge and asks them to address and resolve it.
-Popular for consulting positions and jobs that require strategic thinking, problem-solving
T/F Using multiple methods: No assessment method is appropriate for all purposes
AR is important; more rigorous assessment can be more accurate, but tend to impress good candidates
Getting consistent evaluations from multiple assessments increases confidence in the accuracy of the evaluation
True
Reducing AdI
- Begin with valid Job Analysis
- Use strategic Sourcing and targeted recruitment for increased diversity
- Let definition of Job performance include contextual performance areas like commitment and reliability
- Use well developed simulations, interviews, assessment centers, situational judgement tests rather than cognitive ability
- Combine predictors- one assessment method might discriminate against a class, combine one that is neutral
Find example of discriminatory and neutral
What is an assessment plan?
- Describes which assessment method(s) will be used to assess each of the characteristics on which applicants will be evaluated
Eg of Characteristics- Integrity, problem solving
- In what sequence will the assessment take place?
- What weight each assessment will receive in determining the overall score for that characteristic based on the importance of that characteristic to job performance
So after we test each characteristic, and are doing the final evaluation, what weight will the characteristic itself have
so for accountant- Customer focus has a weight of 1=most important
Come back to this
Managing Moral distress- upset feelings when you want to do what’s right, but can’t/difficult bcuz of obstacles/institutionalization/beaurocracy
Eg- a nurse sees a patient coding from covid, but can’t go in bcuz management locked up the ppes and has the key
Clarify facts
Affirm your feelings abt the issue- clarify what you are reacting to and why
Identify who is involved: clarify stakeholders and actors
Identify options: what u can and should do
Seek Support: get support from others who feel as you do, consult ethical resources/guidelines/policies and other resources if necessary
Choose and implement an action plan
Technology
AI ad machine learning algorythms can help us overcome implicit and explicit bias
Video scoring algorithms have features that make them “blind” to many protected characteristics (age, race gender etc.)
