Chapter 5 Flashcards
Best predictor of future performance…
is past performance, but this information is rarely available.
Psychological tests
standardized series of problems or Qs that assess KSAOs
Speed vs. power
Speed tests - strict time limits (typing test, math)
Power tests - time is not a factor (first exam)
Individual vs. group
Individual tests - require 1-1 test administration (driving)
Group tests - can be taken by multiple people at once (first PSY exam, SAT)
Paper & pencil vs. Performance vs. Computer adaptive testing
Paper & Pencil - Test takers respond to Qs on paper/computer screen (fill in the blank, mult. choice
Performance - involving manipulating an object/equipment to test applied skills (flight simulator)
Computer adaptive - technolgoy shifts difficulty of items throughout test (the more Qs you get right, the harder it gets)
Characteristics of good tests applied to hiring
criterion validity, reliable, practical, sensitive, fair
Criterion validity (Characteristic of a good test)
how well the test predicts job performance
Reliable (Characteristic of a good test)
Whether or not the test is free of random error
Practical (Characteristic of a good test)
Do the benefits of the test exceed the costs?
Sensitive (Characteristic of a good test)
Will the test disadvantage anyone?
Fair (Characteristic of a good test)
Does the test effectively capture individual differences
Incremental validity
Combining multiple tests - The additional variance explained in an outcome by adding a predictor (interview explains 18% of total variance, the other 82% is left unaccounted for)
Validity of major assessment methods used to predict job performance (table from Sackett)
** ASK???
Cognitive ability tests (defintion)
Common, relatively easy to administer selection measure, important for most jobs but is a strong predictor of performance for more complex jobs
General vs. specific cognitive abilities
Specific abilities are tested that are required for the job rather than a more general capacity to learn. Specific cognitive ability tests are more similar to job knowledge and have a higher r.
Issues associated w/ using cognitive ability tests for hiring
Group differences in scores across racial and socio-economic backgrounds & test scores related to years of formal schooling and test prep (test-taking wiseness)
Psychomotor ability tests (** what they assess and why they are useful)
Assess speed & accuracy of motor and sensory coordination (things like movement, vision or hearing through the application of the Purdue Pegboard or Jenga)
Personality tests (** Big 5 traits)
Big 5 personality traits relating to patterns of thoughts, feelings and behaviors and their relative stability (these are broad factors)
Issues w/ personality tests
Small-to-no racial differences
But, problems of faking responses in high stakes contexts
Not all personality tests are the same, some are not valid regardless of popularity
Neuroticism example
“I can become annoyed at people quite easily”
“I worry a lot” (anxiety)
“I often feel blue” (depression)
Extraversion example
enjoys being around others and having spotlight of attention
“Meeting new people is enjoyable to me”
Openness example
“I like to work with difficult concepts and ideas”
“I enjoy trying new and different things”
Agreeableness example
getting along with others
“I usually see the good side of people”
Conscientiousness example
dependability and achievement orientation
“I can always be counted on to get the job done”
Strongest predictor of job performance among the big 5
Emotional Intelligence tests
measure a hybrid of personality and cognitive ability (argument that IQ is not everything)
Ability-based vs self-report EI
Ability - similar to situational judgement tests (SJTs)
“What would you do in this situation?”
Self-report - similar to personality
“I adjust my behavior depending on who I am interacting with”
“I find myself feeling nervous about situations and events, and I don’t know why”
How does self-report EI’s relate to the Big 5?
if you have people rate themselves on many personality-describing adjectives, then do a factor analysis, five factors usually emerge.
Integrity tests
predict propensity to engage in counterproductive work behaviors (CWBs)
Theft, cheating, sabotage
Two ways of assessing integrity
Overt: measures attitudes toward CWBs and self-reported CWBs
“Lying is ok”
“I’ve stolen from previous employees”
Personality-type integrity tests: measure personality characteristics related to CWBs (risk taking, dishonesty, emotional instability)
Purpose of test is more hidden from applicants
“Often, I don’t consider the consequences of my actions”
Vocational interests
Trait-like preferences for work activities and work environments
Dominant model for assessing vocational interests (RIASEC)
Realistic, investigative, artistic, social, enterprising, conventional
Most often used for career guidance and job placement
Focus is on interest fit
Work samples & Situational judgement tests
work samples - tests that assesses criteria directly, Replicates work done on the job (very high fidelity → driving test, computer task, job talk for faculty, customer service role play) reducing training time and therefore $
situational judgement tests - ask people how they would respond in a particular situation
Work samples drawbacks
Can be expensive to develop, time-intensive and criterion deficient.
Assessment centers + example activities
Multiple raters assess multiple ratees on multiple dimensions using multiple exercises (usually takes 1-3 days)
Around 50% of major companies use them, including the UN
In-basket & Leaderless group discussion
Drawbacks to assessment centers
expensive and time consuming
Biographical information (biodata) & how items are developed
Multiple choice or open ended questions about people’s backgrounds
“Past behavior is the best predictor of future behavior”
Items can be developed and scored empirically or rationally
Interviews relation to job performance
Evaluate responses to oral questions (most popular selection method)
Levels of the the interview structure
Structure = same Qs, same order, same scoring, less small talk and follow up
(1) Interviewers ask whatever they want
(2) Some constraints on what is asked
(3) Prespecified questions but can ask follow-up questions
(4) Prespecified questions, no follow up
3 main types of questions in interviews
Experience based, situational, and knowledge based
What do interviews acutally measure?
It depends on what you ask and how you ask it, but in general…
16% General Intelligence
10% Job Knowledge
35% Personality
28% Applied Social Skills
4% Interests and Preferences
3% Organization Fit
4% Physical Attributes
Common interviewer biases
biases as with performance appraisal (halo, primacy/recency effects, leniency, similar-to-me…)
Physical attractiveness
Pre-interview data (performance cue effect)
Basics about interview questions and the law
Can ask DOB, felony in past 5 years, cannot refuse to hire if a woman is pregnant, can work if eligible to work in US, cannot ask about existence of disability but can require certain functions relating to the job, cannot inquire about children.
Other relevant predictors
** Years of experience, recommendation letters, social media for assessment
Examples of specific cognitive ability tests
mechanical abilities (which of these stools is most likely to be steady on an uneven surface?), spatial (rotating shapes) or clerical (IDing differences between names/numbers)
In-basket assessment
Applicants complete a series of job-related scenarios
E.g. make decisions, respond to memos and grievances, create schedules, write letters, etc.
Management simulation
Leaderless group discussion assessment
Small group of applicants are given an issue to resolve (assigned roles v. no roles)
Rated on social dimensions (aggression, listening, persuasion, flexible thinking, etc.)
Empirical biographical information
based on relationship with performance
Rational biographical information
based on KSAO analysis
Experience based interview Q
ask about applicants’ past behaviors relevant to the job
“What did you do the last time an employee was late four days in a row?”
Situational (future-based) interview
ask an applicant to project future behavior
“Your car breaks down on a visit to a client. How would you handle the situation?”
Knowledge-based interview Q
ask an applicant what they know
For an accountant: “What tax form is required to claim consulting wages?”
