Chap 5: EMPLOYEE SELECTION: REFERENCES AND TESTING Flashcards
In psychology, a common belief is that the best predictor of future performance is______
past performance
Verifying previous employment is not difficult, but it can be difficult to verify the ____ of previous performance
quality
The process of confirming the accuracy of
résumé and job application
information.
Reference check
The expression of an opinion, either orally or
through a written checklist, regarding a applicant’s ability, previous performance, work
habits, character, or potential for future success.
Reference
A letter expressing an opinion regarding
an applicant’s ability, previous performance, work habits, character, or potential for success.
Letter of recommendation
The content and format of a letter of recommendation are determined by the ______
letter writer
The intentional placement of untrue
information on a résumé.
Résumé fraud
confirm the truthfulness of information provided by the applicant
Confirming Details on a Résumé
Law in Ph that prevents fraud
RA 10845 PQF Philippine qualification Framework
determine whether the applicant has a history of such discipline problems as poor attendance, sexual harassment, and violence
Checking for Discipline Problems
A situation in which an employee with a
previous criminal record commits a crime as part of his/her employment.
Negligent hiring
Former employers and professors can provide information about an applicant’s work habits, character, personality, and skills
Discovering New Information About the Applicant
The correlation between scores on a
selection method (e.g., interview, cognitive ability test) and a measure of job performance
(e.g., supervisor rating, absenteeism).
Validity coefficient
A term usually found with meta-analysis, referring to a correlation coefficient that has been corrected for predictor and criterion reliability and for range restriction. Corrected validity is
sometimes called “true validity.”
Corrected validity
An organization’s failure to meet its legal duty to supply relevant information to a prospective
employer about a former employee’s potential for legal trouble.
Negligent reference
the person writing the letter often does not know the applicant well, has not observed all aspects of an applicant’s behavior, or both
Knowledge of applicant
The extent to which a score from a test or
from an evaluation is consistent and free from error.
Reliability
4 problems with letters of recommendation
Leniency, Knowledge of applicant, Reliability, and Extraneous Factors.
3 Ethical Issues with letters of recommendation
- Confidentiality
- Truthfulness
- Fairness
A test that measures the amount of job-related knowledge an applicant possesses.
Job knowledge test
-Tap the extent to which an applicant can learn or perform a job-related skill.
- used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire.
Ability tests
Tests designed to measure the level of
intelligence or the amount of knowledge possessed by an applicant.
Cognitive ability test
Abilities involving the knowledge and use
of information such as math and grammar.
Cognitive ability
-The cognitive ability test that is most commonly used in industry.
-The short amount of time (12 minutes) necessary to take the test, as well as the fact that it can be administered in a group setting, makes it popular
Wonderlic Personnel Test
- Measure of facility with such processes as
spatial relations and form perception
-Bennett Mechanical Comprehension Test (BMCT)
Perceptual ability
-Measure of facility with such processes as finger dexterity and motor coordination.
Psychomotor ability
-Tests that measure an applicant’s level
of physical ability required for a job
-often used for jobs that require physical strength and stamina, such as police officer, firefighter, and lifeguard
-Minnesota manual dexterity test
Physical ability tests
A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators
Assessment center
An assessment center exercise designed to simulate the types of information that daily come
across a manager’s or employee’s desk in order to observe the applicant’s responses to such information.
In-basket technique
An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.
Simulation
A method of selecting employees in which an
applicant is asked to perform samples of actual job-related tasks.
Work sample
An exercise, usually found in assessment
centers, that is designed to simulate the business and marketing activities that take place in an organization.
Business game
A psychological assessment designed to measure various aspects of an applicant’s personality
Personality inventory
measure the traits exhibited by normal individuals in everyday life. Examples of such traits are extraversion, shyness, assertiveness, and friendliness.
Tests of normal personality
Examples of Personality test (4)
MBTI(Myer-Briggs Type Indicator), Edwards Personal Preference Schedule, 16PF(Personality Factor), MMPI-1(Minnesota Multiphasic Personality Inventory)
The most widely used objective test of psychopathology
Minnesota Multiphasic
Personality Inventory-2
(MMPI-2)
A subjective test in which a subject is asked
to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes his or her responses
Projective tests
A type of personality test that is structured to limit the respondent to a few answers that will be scored by standardized keys.
Objective tests
A psychological test designed to identify vocational areas in which an individual might be interested.
Interest inventory
A popular interest inventory used to help people choose careers.
Strong Interest Inventory (SII)
Interest inventories are useful in ____ (helping people find the careers for which they are best suited)
vocational counseling
Also called an honesty test; a psychological test
designed to predict an applicant’s tendency to steal
Integrity test
The amount of goods lost by an organization as
a result of theft, breakage, or other loss.
Shrinkage
Test designed to reduce faking by asking test-takers to select the reason that best explains a statement.
Conditional reasoning test
Also called handwriting analysis, a method
of measuring personality by looking at the way in which a person writes.
Graphology
Tests that indicate whether an applicant has recently used a drug.
Drug testing
In these exams, the physician is given a copy of the job description and asked to determine if there are any medical conditions that will keep the employee from safely performing the job.
Medical Exam
A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer
Rejection letter
