CH 9: Assessing External Candidates

Question 1

What are some external assessment goals?

Answer 1

Maximize Fit
Maximize ROI
Assess Ethically
Ensure Legal Compliance

Question 2

What are the 4 dimensions of fit?

Answer 2

Person-Vocation Fit- IAbVP
Person-Job Fit- KSAO—-DMAtrR
Person-Organization Fit- VAtP–VNC
Person-Group Fit- I—WG/S

Question 3

What is complementary and supplementary fit?

Answer 3

Complementary- Adds something that was missing by being different

Supplementary- Has characteristics similar to existing employees

Question 4

Possible Assessment Outcomes

Answer 4

False Positive
True Negative
True Positive
False Negative

Question 5

Factors that Affect Assessments- Stereotype Threat

Answer 5

awareness of subgroup differences on
standardized tests creates frustration
among minority test takers and
ultimately lower test scores

Question 6

Return on Investment

Answer 6

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

Question 7

What else can assessment tests find?

Answer 7

New hire’s development needs

So post-hire training can work on these needs

Question 8

Legal Compliance

Answer 8

KSA must be tested on must be those necessary to perform the job

Question 9

Describe the hiring stages- names as u progress through

Answer 9

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

Question 10

Some external Assessment methods

Answer 10

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

Question 11

What are derailers

Answer 11

Characteristics related to poor fit or performance that should be screened out

-Being too moody
-Being too attention-seeking
- Being high on Dark Triad

Question 12

Comparision of Commonly Used Assessment Methods

Answer 12

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

Question 13

Explain the V, AR, AdI, U

Answer 13

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.

Question 14

Types of Interviews

Answer 14

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..."

Question 15

What format to use when answering Behavioral interview?

Answer 15

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

Question 16

Other forms of Interviews

Answer 16

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

Question 17

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

Answer 17

True

Question 18

Reducing AdI

Answer 18

1. Begin with valid Job Analysis
2. Use strategic Sourcing and targeted recruitment for increased diversity
3. Let definition of Job performance include contextual performance areas like commitment and reliability
4. Use well developed simulations, interviews, assessment centers, situational judgement tests rather than cognitive ability
5. Combine predictors- one assessment method might discriminate against a class, combine one that is neutral

Find example of discriminatory and neutral

Question 19

What is an assessment plan?

Answer 19

1. 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

2. In what sequence will the assessment take place?
3. 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

Question 20

Managing Moral distress- upset feelings when you want to do what’s right, but can’t/difficult bcuz of obstacles/institutionalization/beaurocracy

Answer 20

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

Question 21

Technology

Answer 21

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.)