chapter 7

Question 1

Is past performance a good predictor of future performance?

Answer 1

Yes

Question 2

Past performance can obtain opinions regarding?

Answer 2

Applicants ability, character, work habits, or potentials.

Question 3

Reference Checking is a way to confirm?

Answer 3

• Can provide new applicant info, not on the resume; good or bad!
• Applicant Information
• Accuracy of information
• Bogus degrees
• Future potential discipline problems \

Question 4

Is correlation between reference letters a valid predictor of performance?

Answer 4

No

There is a higher correlation between two letters written by the same person for two people than between letters written by two people for the same person

Question 5

What is reference letter leniency?

Answer 5

Fewer than 1% of applicants are rated below average in a reference letter.

Question 6

What are the steps to the Peres and Garcia reference letter coding system?

Answer 6

1. Read each letter
2. Highlight traits in each letter that describes the applicant
3. Place each trait into one of the categories
   
   • Mental
   • Vigo
   • Urbanity
   • Cooperation
   • Dependability
   • Reliability
4. Total the number of traits per category

Question 7

What are the limitations of cognitive ability testing?

Answer 7

• Low face validity (what is it measuring? is it measuring what it claims to?)
• Not well liked by applicants

Question 8

What are pros to cognitive ability testing?

Answer 8

• It can predict training and job performance for most jobs
• The more complex a job the better a cognitive ability test predicts performance

Question 9

How well does GPA predict job performance

Answer 9

• GPA is a very good predictor of job performance
  
  • only for the first few years after grad
• High GPA means people are intelligent and conscientious.