CHAPTER 6 Flashcards
What is the aim of employee selection
achieve person-job fit
Why is employee selection important
a candidate might be “right for a job, but wrong for the organization
Means hiring employees with criminal record
negligent hiring
A sample of a person’s behavior
test
What is the two characteristics of screening tool
reliability and validity
It is the consistency of the scores obtained by the same person when retested with the identical tests or with alternate forms of the same test
Reliability
It is a form of reliability that administer a test to a group one day, re-administer the same test several days later to the same group and then correlate the first set of scores with the second
Test - retest reliability estimates
form of reliability wherein you administer a test and then administer what experts believe to be an equivalent
Equivalent or alternate form estimate
Give some things that can cause a test to be unreliable
- physical conditions
- differences in test taker
- differences in test administration
- questions may do a poor job of sampling the material
- temperature
shows the degree to which two measure are correlated
reliability coefficient
Tells you whether the test is measuring what you think it’s supposed to be measuring
Validity
The accuracy with which a test, interview, and so on, measures what it purports to measure or fulfills the function it was designed
test validity
type of validity based on showing that scores on the test are related to job performance
criterion validity
type of validity that contains a fair sample of tasks and skills actually needed for the job in question
content validity
type of validity that requires a demonstration that the test measures the construct or characteristic it claims to measure
construct validity
It involves revolutionizing employee selection and includes numbers-crunching data analysis tools
Talent analytics
who usually conducts validation study
industrial psychologist
Steps in validation process
- analyze the job
- choose the tests
- administer the test
- relate your scores and criteria
- cross - validate and revalidate
steps in validation process
- write job descriptions and job specifications
- aim is to specify the human traits and skills you believe are required for job performance
Analyze the job
In analyzing the job, what are the standards of success criteria
- production related criteria
- personnel data
- worker performance
steps in validation process
- decide how to test them
- employers usually base this choice on experience, previous research, and “best guesses”
Choose the test
Aims to measure an array of possible predictors
Test Battery
A validation that administers the test on the employees currently on the job
concurrent validation
What is the advantage and disadvantage of concurrent validation
Advantage - data on performance are readily available
disadvantage - current employees may not be representative of new applicants
A validation that is more dependable way to validate a test
predictive validation
a validation that administer the test before hiring the applicant
predictive validation
steps in validation process
- ascertain if there is a significant relationship between the test scores and performance
relate your scores and criteria
Graph showing the relationship between test scores and job performance for a group of people
expectancy chart
steps in validation process
- revalidate the test periodically
cross-validate and revalidate
The process that describes, predicts and/or explains what determines the usefulness or desirability of decision options, and examines how that information affects decision
Utility Analysis
measure of job performance in dollars, applicants’ average test scores, cost testing an applicant, and the number of applicants tested and selected
Selection Measure
refers to the degree to which evidence of a measure’s validity obtained in one situation can be generalized to another situation without further study
Validity Generalization
Test takers have rights such as?
- the confidentiality of test results
- to informed consent regarding use of these results
- to expect the test is fair
- to expect that only people qualified to interpret the scores will have access to them, or that sufficient information will accompany the scores to ensure their appropriate
what measures of specific mental abilities, such as deductive reasoning, verbal comprehension, memory, and numerical ability
Specific Cognitive abilities
measure motor abilities such as finger dexterity, manual dexterity and reaction time
Tests of motor and physical abilities
measures basic aspects of an applicant’s personality such as introversion, stability, and motivation
personality tests
compare one’s interests with those of people in various occupations
interest inventories
measure what someone has learned
Achievement tests
- actual job tasks used in testing applicants’ performance
- tests that require applicants to perform tasks or work activities that mirror the tasks employees perform on the job
Work Samples
- Involves real activities an employee might do in the role
- offer a way to assess a candidate on real - life skills and abilities required for the role in question
Simulations
- a testing method based on measuring performance on actual basic job tasks
- tries to predict job performance by requiring job candidates to perform one or more samples of the job’s tasks
Work Sampling Technique
Personnel tests “designed to assess an applicant’s judgment regarding a situation encountered in the workplace”
Situational Judgment Tests
- A simulation in which management candidates are tasked to perform realistic tasks in hypothetical situations and are scored on their performance
- involved testing and the use of management games
- 2 to 3 days simulation in which 10 to 12 candidates perform realistic management
Management Assessment Centers
Typical simulated tasks
- The in - basket
- Leaderless group discussion
- Management games
- Individual Oral presentations
- Testing
- The interview
- gets reports, memos, notes of incoming phone calls, e-mails, and other materials collected
- must take appropriate action on each item
- evaluators review the candidate’s efforts
In - basket
- give a question and tell members to arrive at a group decision
- evaluate each member’s interpersonal skills, acceptance by the group, leadership ability, and individual influence
leaderless group discussion
- solve realistic problems as members of simulated companies competing in a marketplace
management games
trainers evaluate each participant’s communication skills and persuasiveness
individual oral presentations
these may include tests of personality, mental ability, interests and achievements
testing
most require an interview with a trainer to assess interests, past performance and motivation
the interview
test that requires examines to respond to situations representative of the job
situational test
a situational test in which examinees respond to video simulations of realistic job situations
video - based simulations
applicants with actual samples of the job, inherently content relevant and valid
miniature job training and evaluation tests
involves training candidate to perform several of the job’s tasks, and then evaluating the candidates’ performance prior to hire
Miniature job training and evaluation approach
- sometimes, a dose of realism makes the best screening tool
- in general, applicants who receive realistic job previews are more likely to turn down job offers, but their employers are more likely to have less turnover
realistic job previews
the number of hired candidates compared to the total number of candidates
selection ratio
a device that measures physiological changes like increased perspiration
polygraph
psychological tests designed to predict job applicants’ proneness to dishonesty and other forms of counter productivity
written honesty tests
the use of handwriting analysis to determine the writer’s basic personality traits
graphology
device that can be able to identify lying just by watching candidates
human lie detectors
