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Psych 2080 > Employee Selection > Flashcards

Employee Selection Flashcards

1
Q

What are 6 ways to conduct job analysis?

A

1) checklists
2) critical incidents
3) observations
4) interviews
5) questionnaires
6) O*NET

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2
Q

What are the drawbacks of using a checklist for job analysis?

A

systematic omissions

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3
Q

What do critical incidents help an employers distinguish?

A

distinguish b/w bad/good employees

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4
Q

What are the drawbacks of using observation for job analysis and what can be done to avoid this?

A

worker can hide bad things; participant/observer approach

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5
Q

What is the participant observer approach?

A

observer goes undercover

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6
Q

What are the drawbacks of using interviews for job analysis?

A

problem if

1) employee is anxious
2) employer doesn’t know what questions to ask

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7
Q

What are the drawbacks of using questionnaires for job analysis?

A

does employee understand Qs?

- bias in who returns questionnaires

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8
Q

What is O*NET?

A

Occupational Info Network

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9
Q

What are the 3 categories on O*NET?

A

1) worker requirements (SKILLS)
2) experience requirements (TRAINING)
3) job requirements (WORKPLACE ACTIVITIES)

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10
Q

What kind of judgment is used in employee selection interviews?

A

clinical (vs. actuarial)

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11
Q

Why are structured interviews better than unstructured? (2)

A

1) increased reliability (tho less flexibility)

2) mean validity twice as high (vs. unstructured)

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12
Q

What is the primacy effect?

A

judge based only on 1st impression

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13
Q

What is negativity bias?

A

bad at ONE thing, tends to focus on it, tend to focus on it (final rejection 90%)

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14
Q

What are contrast errors?

A

contrast interviewee with current employees

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15
Q

What are Halo errors?

A

good looking ppl mask bad qualities

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16
Q

What is personal bias?

A

very subjective in interviews (bad)

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17
Q

What constitutes a bad first impression?

A
  • lack of confidence
  • no eye contact
  • poor communication
  • low enthusiams
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18
Q

What constitutes a good first impression?

A
  • good grooming
  • confident
  • friendly and warm
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19
Q

What should you be cautionary about when giving off a first impression?

A

DON’T OVER DO IT

20
Q

What is a cutting score?

A

minimum score (e.g need 70% min)

21
Q

What is the base rate?

A

proportion that success WITHOUT using a test

22
Q

What is the hit rate?

A

proportion based ON test that are correct (false positives + false negatives)

23
Q

What is miss rate?

A

False (+)/(-)s

24
Q

What constitutes a false positive?

A

Hire someone and they turn out bad

25
Q

What constitutes a false negative?

A

Test says no, they were good

26
Q

How do we know when its worth it to use a test?

A

1) reliability
2) validity
3) utility **

27
Q

What are the purpose of Taylor-Russell tables?

A

give incremental validity of test

28
Q

What is incremental validity?

A

improvement you get by using a test vs. selection without

29
Q

What is the main differences between TR Tables and the utility theory?

A

TR - dichotomous

utility theory - continuum

30
Q

What is needed in order to use TR tables?

A

1) base rate
2) defn of success
3) selection ratio
4) validity coefficient

31
Q

Which would you want high/low for TR tables? (validity & selection ratio)

A 
validity HIGH (if its low, won't help even if you are picky)
selection ratio LOW (if high, hire people regardless of test info)
32
Q

How can you tell if it is worth it to use a test via TR table?

A

Compare value in table to base rate (the difference is % improvement)

33
Q

Is validity or selection ratio chosen by the administrator?

A 
SELECTION RATE (you choose what % is hired)
- validity pre-determined
34
Q

What is the utility theory?

A

benefit:cost ratio PRE HIRING vs. benefit:cost ration POST HIRING

35
Q

How can you tell if its worth it to use a test via utility theory?

A

substantial increase in value b/w pre & post hiring ratios

36
Q

What are the difficulties of the utility theory?

A
  • difficult figuring out what an employee is worth to a company
37
Q

Which is more commonly used to tell if test are worth administering?

A

TR tables (vs. utility theory)

38
Q

What is Carl Jung’s theory?

A

Theory of psychological types

39
Q

What test is based on Carl Jung’s theory and when is it used?

A

Myles Brigg Type Indicator (MBTI), used to fit ppl to jobs

40
Q

What are the 4 ways of perceiving the world according to Carl Jung’s theory?

A

1) sensing (observing)
2) intuition (infer)
3) feeling (emotional)
4) thinking (reasoning)

41
Q

What is the best way to perceive the world according to Carl Jung’s theory?

A

balance between all 4

42
Q

What does the MBTI determine? (2)

A

where ppl fall on an intro/extroversion continuum

- and on which of the 4 modes (JUNG’s) someone relies on

43
Q

What is the underlying assumption of the MBTI?

A

4 modes of perceiving world (JUNG) underlie our interest

44
Q

What is the MBTI criticized for? (2)

A

1) lack of reliability

2) statistical structure (test implies bimodal/2 modes of perceiving BUT results only give 1 mode)

45
Q

What are two tests that help fit ppl to jobs? Which is better?

A

1) MBTI (MylesBrigg Type Indicator)

2) WPT (Wonderlic Personality Test)** better

46
Q

What are the measures on the WPT? Do the test vary between jobs?

A

1) reasoning ability
2) ability to understand instructions
3) problem solving & other cog. abilities
* * YES

47
Q

Does the WPT have good reliability/validity?

A

HIGH reliability

LOW validity

Psych 2080 (6 decks)

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