CHAPTER 5 Flashcards
EVALUATING REFERENCES
REFERENCE CHECK
REFERENCE
LETTER OF RECOMMENDATION
- process of confirming the accuracy of resume and job application information
REFERENCE CHECK
- the expression of an opinion either
orally or through a written checklist, regarding an applicant’s ability, pervious performance, work habits, character, or potential for future success
REFERENCE
- letter expressing an opinion about an applicant’s ability, previous performance, work habits, character, or potential for future success
LETTER OF RECOMMENDATION
REASONS FOR USING REFERENCES AND
RECOMMENDATIONS
- Confirming details on the resume
- Checking for discipline problem so as to avoid “negligent hiring”
- Discovering new information about the
applicant - Predicting future performance
* Leniency
* Knowledge of the applicant
* Low reliability
* Extraneous factors in writing and reading
letters
- One of the intelligence measurement categories developed by Peres and Garcia for analyzing the adjectives used in letters of recommendation
MENTAL AGILITY
- if an organization hires an applicant without checking his references and background and he later commits a crime while in employ of the organization
NEGLIGENT HIRING
- a person providing references can be charged with defamation of character
FEAR OF RAMIFICATION
* SLANDER if the reference is oral
* LIBEL if it is written
- they have the right to express their opinion provided they believe what they say is true and has reasonable grounds for this belief
CONDITIONAL PRIVILEGE
- an employer can be guilty of negligent hiring for not contacting references, a former employer also can be guilty of this
NEGLIGENT REFERENCE
A. PREDICTING PERFORMANCE USING
APPLICANT KNOWLEDGE
JOB KNOWLEDGE TESTS
- designed to measure how much a person knows about a job Example: Applicants for a bartender position might be asked how to make a martini, and applicants for an HR position might be asked how to conduct
a job analysis.
JOB KNOWLEDGE TESTS
B. PREDICTING PERFORMANCE USING
APPLICANT ABILITY
- ABILITY TESTS
- COGNITIVE ABILITY
- PERCEPTUAL ABILITY
- PSYCHOMOTOR ABILITY
- PHYSICAL ABILITY TESTS
- SKILL TEST
- PHYSICAL EXAMINATIONS
- most commonly used in industry (12 minutes
administration)
- WONDERLIC PERSONNEL TEST
- consists of vision, color discrimination, depth perception, glare sensitivity, speech and hearing
PERCEPTUAL ABILITY
- finger dexterity, manual dexterity, control precision, multi-limb coordination, response control, reaction time, arm hand steadiness, wrist-finger speed, and speed- of-limb
PSYCHOMOTOR ABILITY
- often used for jobs that require physical strength and stamina
- measured in one of the two ways
PHYSICAL ABILITY TESTS
two ways
(1) Job simulations
(2) Physical agility
- test that measures an employee’s
level of some job-related skill
SKILL TEST
- Applicants undergo physical examination to
determine the physical fitness of the applicant for the job.
PHYSICAL EXAMINATIONS
PREDICTING PERFORMANCE USING
APPLICANT SKILL
WORK SAMPLES
ASSESSMENT CENTER
LEADERLESS GROUP DISCUSSION
BUSINESS GAMES
IN-BASKET TECHNIQUE
- IN: holds paperwork that must be handled
- OUT: contains completed paperwork
SIMULATIONS
- - role plays and work samples
- the applicant actual job- related tasks
WORK SAMPLES
selection technique characterized by the use of multiple assessment methods that allow assessors to actually observe applicants perform simulated job tasks
ASSESSMENT CENTER
-applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss
LEADERLESS GROUP DISCUSSION
- exercises allowing applicant to demonstrate attributes like creativity, decision making, and ability to work with others
BUSINESS GAMES
- designed to simulate the types of daily
information that appear on a manager’s or
employee’s desk
IN: holds paperwork that must be handled
OUT: contains completed paperwork
IN-BASKET TECHNIQUE
- backbone of the assessment center because they enable assessors to see an
applicant ‘in action’
SIMULATIONS
- place an applicant in a situation that is similar as possible to one that will be encountered on the job
role plays and work samples
PREDICTING PERFORMANCE USING
PRIOR EXPERIENCE
BIODATA
DERIVATION SAMPLE
HOLD-OUT SAMPLE
FILE APPROACH
QUESTIONNAIRE APPROACH
VERTICAL PERCENTAGE METHOD
- selection method that considers an applicant’s life, school, military, community and
work experience; best predictor of future
employee tenure
BIODATA
- group of employees who were used in creating the initial weights for a biodata instrument
DERIVATION SAMPLE
- group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-
check the accuracy of the initial weights
HOLD-OUT SAMPLE
- obtain information from personnel files on employee’s previous employment, education, interests, and demographics
FILE APPROACH
- information cannot be obtained from employees who have quit or been fired
QUESTIONNAIRE APPROACH
- For scoring biodata in which the percentage of unsuccessful employees responding in a
particular way is subtracted from the percentage of successful employees responding in the same way
VERTICAL PERCENTAGE METHOD
PREDICTING PERFORMANCE USING
PERSONALITY, INTEREST, AND CHARACTER
- TESTS OF NORMAL PERSONALITY
- TEST OF PSYCHOPATHOLOGY (ABNORMAL
BEHAVIOR)
*PROJECTIVE TESTS
*OBJECTIVE TESTS - INTEREST INVENTORIES
- STRONG INTEREST INVENTORY (SII)
- INTEGRITY TESTS (HONESTY TESTS)
- POLYGRAPH
- VOICE STRESS ANALYZER
- OVERT INTEGRITY TEST
- PERSONALITY-BASED INTEGRITY TESTS
- CONDITIONAL REASONING TESTS
- GRAPHOLOGY
- VOCATIONAL COUNSELING
DRUG TESTING
- ENZYME MULTIPLIED IMMUNOASSAY
TECHNIQUE (EMIT) - RADIOIMMUNOASSAY (RIA)
- GAS CHROMATOGRAPHY OR MASS
SPECTROMETRY ANALYSIS - THIN-LAYER CHROMATOGRAPHY
- IMPAIRMENT TESTING
- measure the traits exhibited by normal individuals in everyday life (Ex: extraversion, shyness, assertiveness and friendliness)
TESTS OF NORMAL PERSONALITY
- determine whether individuals have serious psychological problems (Ex: depression, bipolar disorder, and schizophrenia)
TEST OF PSYCHOPATHOLOGY (ABNORMAL
BEHAVIOR)
- provide the respondent with unstructured tasks such as describing ink blots and drawing
pictures (Ex: Rorschach ink blot test and
TAT)
PROJECTIVE TESTS
- structured so that the respondent is limited to a few answers that will be scored by standardized keys
OBJECTIVE TESTS
- designed to tap vocational interests; useful in vocational counseling; helping people find the careers for which they are best suited
INTEREST INVENTORIES
- popular interest inventory used to help people choose careers
STRONG INTEREST INVENTORY (SII)
- tell an employer the probability that an applicant would steal money or merchandise; used mostly in the retail area
INTEGRITY TESTS (HONESTY TESTS)
- electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions
POLYGRAPH
- electronic test to determine honesty by measuring an individual’s voice changes after being asked questions
VOICE STRESS ANALYZER
- based on the premise that a person’s attitudes about theft as well as his previous theft behavior will accurately predict his
future honesty
OVERT INTEGRITY TEST
general in that they tap a variety of personality
traits thought to be related to a wide range of
counterproductive behavior (Ex: theft,
absenteeism, and violence)
PERSONALITY-BASED INTEGRITY TESTS -
- provide test takers with a series of statements and then ask the respondent to select the reason that best justifies or explains each of the statements
CONDITIONAL REASONING TESTS
- handwriting analysis
GRAPHOLOGY
- process of helping an individual choose and prepare for the most suitable career.
VOCATIONAL COUNSELING
- one of the most controversial testing methods
used by HR professionals
DRUG TESTING
- method of drug testing that uses enzymes to detect the presence of drugs in a urine sample
ENZYME MULTIPLIED IMMUNOASSAY
TECHNIQUE (EMIT)
- method of drug testing that uses radioactive tagging to determine the presence of drugs in a urine sample.
RADIOIMMUNOASSAY (RIA)
- means of analyzing urine samples for the presence of drugs in which the urine sample is vaporized and then bombarded with electrons
GAS CHROMATOGRAPHY OR MASS
SPECTROMETRY ANALYSIS
method of analyzing urine specimens for drugs that is performed by hand and requires a great deal of analyst skill.
THIN-LAYER CHROMATOGRAPHY
- alternative to drug testing where in order to know if an employee is alert enough to work
IMPAIRMENT TESTING
OPTIMAL EMPLOYEE SELECTION SYSTEMS
- ARE VALID
- REDUCE THE CHANCE OF A LEGAL
CHALLENGE - ARE COST EFFECTIVE
- COST PER APPLICANT
- COST PER QUALIFIED APPLICANT
Based on a job analysis
(content validity) and predict work-related
behavior (criterion validity)
ARE VALID
- Face valid; don’t invade privacy and don’t intentionally discriminate; minimize adverse impact
REDUCE THE CHANCE OF A LEGAL
CHALLENGE -
- Cost to purchase/create, to administer, and to
score
ARE COST EFFECTIVE
- The amount of money spent on a recruitment campaign divided by the number of people that
subsequently apply for jobs as a result of
the recruitment campaign.
COST PER APPLICANT
-The amount of money spent on a
recruitment campaign divided by the
number of qualified people that
subsequently apply for jobs as a result of
the recruitment campaign.
COST PER QUALIFIED APPLICANT
