Employee Selection Flashcards by Mere Hentschel

What are 6 ways to conduct job analysis?

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

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

systematic omissions

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What do critical incidents help an employers distinguish?

distinguish b/w bad/good employees

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

worker can hide bad things; participant/observer approach

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What is the participant observer approach?

observer goes undercover

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What are the drawbacks of using interviews for job analysis?

problem if

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

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What are the drawbacks of using questionnaires for job analysis?

does employee understand Qs?

- bias in who returns questionnaires

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What is O*NET?

Occupational Info Network

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What are the 3 categories on O*NET?

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

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What kind of judgment is used in employee selection interviews?

clinical (vs. actuarial)

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Why are structured interviews better than unstructured? (2)

1) increased reliability (tho less flexibility)

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

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What is the primacy effect?

judge based only on 1st impression

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What is negativity bias?

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

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What are contrast errors?

contrast interviewee with current employees

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What are Halo errors?

good looking ppl mask bad qualities

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What is personal bias?

very subjective in interviews (bad)

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What constitutes a bad first impression?

lack of confidence
no eye contact
poor communication
low enthusiams

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What constitutes a good first impression?

good grooming
confident
friendly and warm

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

DON’T OVER DO IT

What is a cutting score?

minimum score (e.g need 70% min)

What is the base rate?

proportion that success WITHOUT using a test

What is the hit rate?

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

What is miss rate?

False (+)/(-)s

What constitutes a false positive?

Hire someone and they turn out bad

What constitutes a false negative?

Test says no, they were good

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

1) reliability 2) validity 3) utility **

What are the purpose of Taylor-Russell tables?

give incremental validity of test

What is incremental validity?

improvement you get by using a test vs. selection without

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

TR - dichotomous | utility theory - continuum

What is needed in order to use TR tables?

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

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

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

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

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

Is validity or selection ratio chosen by the administrator?

``` SELECTION RATE (you choose what % is hired) - validity pre-determined ```

What is the utility theory?

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

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

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

What are the difficulties of the utility theory?

- difficult figuring out what an employee is worth to a company

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

TR tables (vs. utility theory)

What is Carl Jung's theory?

Theory of psychological types

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

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

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

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

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

balance between all 4

What does the MBTI determine? (2)

where ppl fall on an intro/extroversion continuum | - and on which of the 4 modes (JUNG's) someone relies on

What is the underlying assumption of the MBTI?

4 modes of perceiving world (JUNG) underlie our interest

What is the MBTI criticized for? (2)

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

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

1) MBTI (MylesBrigg Type Indicator) | 2) WPT (Wonderlic Personality Test)** better

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

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

Does the WPT have good reliability/validity?

HIGH reliability | LOW validity