Chapter 5: Employee Selection: References and Testing Flashcards
best personality predictor of academic performance
openness
best predictor for supervisor performance
conscientiousness
best predictor of disciplinary problems
emotional stability
peculiar personality types that do not necessarily lead to a clinically impaired function, but may affect daily functioning in such ways that they deserve further attention
Aberrant personality types
employees that scored high in these personality types are more likely to engage in counterproductive work performance
Narcissism and Machiavellianism
confirming the accuracy of resume information
reference check
expression or opinion regarding an applicant’s ability, work habits characteristics, and potential future success
reference
a letter expressing an opinion regarding an applicant’s ability, work habits characteristics, and potential future success
letter of recommendation
good predictor of job performance, training performance, promotions, salary, graduate school performance
student’s GPA
a job analysis method in which the applicant perform actual job-related task
work sample
the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks
assessment centers
considerations when predicting performance using applicant’s prior performance
- relatedness of the experience to the job
- the amount of experience
- level of job performance demonstrated previous experience
process of conducting biodata selection performance
- file approach
- questionnaire approach
- appropriate criterion is chosen
- split employees into two criterion group ( high criterion and low criterion)
problems using biodata
- large sample size needed
- impractical when dealing with small companies
- reduced validity in sample used
2 categories of personality inventories based on their intended purpose
- Tests of Normal Personality
2. Tests of Psychopathology
tell an employer the probability that an applicant would steal money or merchandise
integrity tests
provide test takers a series of statement and ask the respondent the reason that best explains or justifies each of the statements. The reason/explanation selected tend to mirror aggressive beliefs of the respondent
Conditional Reasoning Test
usage of this selection method is based on the premise that people who owe money might be more likely to steal or accept bribes and employees with good credit are more responsible and conscientious
credit history
a meta-analyses found that employees whose interest matched the nature of their job were more satisfied that those who did not
interest inventories
ways of predicting performance limitations due to physical or medical condition
- drug testing
- psychological exams
- medical exams
the applicants believed that the following are the most job related employee selection method:
work samples or simulations, interviews, and resumes
the applicants believed that the following are the least job related employee selection method, thus more susceptible to a legal challenge
graphology, integrity tests, and personality tests
employee selection methods that has the lowest adverse impact
integrity tests, references, personality inventories
employee selection methods that has the highest adverse impact
cognitive ability and GPA