Employee Selection - Techniques & Evaluation of Techniques Flashcards
Selection Techniques
during this type of interview, interviewers ask all interviewees the same questions that may be derived from a job analysis & scored using a standardized scoring key
structured interview
Evaluation of Selection Techniques
these are used to obtain an estimate of a predictor’s incremental validity for various combinations of criterion-related validity coefficients, base rates, and selection ratios
The Taylor-Russell tables
Evaluation of Selection Techniques
the following process describes which evalutation technique: when a predictor’s criterion-related validity coefficient is .30 (fairly low), the base rate is .50 (50% of current employees are successful), and the selection ration is .10 (one in every 10 applicants will be hired), these indicate that the addition of a new predictor will result in 71% of hired employees being successful, which means that there will be a 21% increase in successful employees when the new predictor is added to the current selection procedure (71% - 50% = 21%)
Taylor-Russell tables
Selection Techniques
recent research has found that structured and unstructured interviews have the same average validity coefficiet of ____% and that these interviews are the second most valid predictors of job performance
.58
Selection Techniques
this type of structured interview is based on the assumption that past behavior is the best predictor of future behavior and consists of questions that ask interviewees how they responded to specific job-related situations in the past
behavioral interviews
Selection Techniques
this type of structured interview is future-oriented and consists of questions that ask interviewees how they would respond to hypothetical situations
situational interviews
Selection Techniques
recent research found that when behavioral & situational interview questions that assessed the same job requirements were asked of the same job applicants, which type of interview was a more valid predictor of job performance? what does this finding suggest?
situational
* intentions are more predictive (than past behaviors) of future behaviors
a more recent meta-analysis found that, when behavioral and situational interview questions were written so they assessed the same job requirements and were asked of the same job applicants situational questions were more valid predictors of job performance than were behavioral questions, suggesting that intentions are more predictive than past behaviors of future behaviors
Selection Techniques
personality tests used for employee selection often assess the Big Five personality traits - which of these 5 traits has been found to the the best predictor of job performance across different jobs & different performance criteria?
conscientiousness
Selection Techniques
this type of integrity test asks directly about attitudes toward and previous history of dishonesty & theft
overt integrity tests
Selection Techniques
this type of integrity test assesses aspects of personality that have been linked to dishonesty, disciplinary problems, sabotage, and other counterproductive behaviors
personality-based integrity tests
Selection Techniques
overt integrity tests are better predictors of (job performance/counterproductive behaviors) and personality-based integrity tests are better predictors of (job performance/counterproductive behaviors)
counterproductive behaviors; job performance
Selection Techniques
combining a general mental ability test with this type of test produced the greatest gain (incremental validity)
integrity test
Selection Techniques
this type of employee selection test requires job applicants to perform on-the-job tasks or activities in realistic conditions
work samples
Selection Techniques
this selection method is most useful for applicants who do not have previous job experience because they are typically used to determine if inexperienced applicants are likely to benefit from training
traditional work samples
Selection Techniques
work samples are often included as part of ____, which involves informing job applicants about the positive & negative aspects of the job to reduce the risk for turnover after applicants are hired
realistic job preview (RJP)
Selection Techniques
these are most often used to evaluate candidates for managerial-level jobs and involve having multiple raters rate candidates on several performance dimensions using multiple methods, which include personality & ability tests, structured interviews, & simulations (work samples)
assessment centers
Selection Techniques
list 2 types of simulations (work samples)
in-basket exercise & leaderless group discussion
Selection Techniques
this candidate evaluation method is used to address decision-making skills and requires participants to respond to memos, phone messages, and other communications that are similar to those they would encounter on-the-job
in-basket exercise
Selection Techniques
this candidate evaluation method is used to evaluate leadership potential of participants and requires a small group of participants to work together without an assigned leader to solve a job-related problem
leaderless discussion group
Selection Techniques
when items included in a measure of biographical information have been chosen because they predict performance, the measure is referred to as…
biodata form (or just biodata) or as a biographical information blank (BIB)
Selection Techniques
biodata has been found to be a good predictor of what?
performance for a variety of jobs, ranging from unskilled to managerial- and executive-level jobs
Selection Techniques
list a disadvantage of biodata (aka BIB)
even though items have been found to be job-related, some may lack face validity (i.e., they don’t “look like” they are asking about attributes or experiences that are related to job performance), so applicants may consider them to be irrelevant to job performance & an invasion of privacy and refuse to answer them
Selection Techniques
this type of method for combining information obtained from multiple predictors is appropriate when a high score on one or more predictors can compensate for a low score on another predictor
compensatory methods
Selection Techniques
this type of method for combining information obtained from multiple predictors is appropriate when a low score on one predictor cannot be compensated for by a high score on another predictor
noncompensatory methods
Selection Techniques
this compensatory method relies on the subjective judgment of decision makers, who use their familiarity with job requirements to determine if an applicant’s predictor scores qualify the applicant for the job
clinical prediction
Selection Techniques
list the major disadvantage of clinical prediction methods
it is susceptible to biases and errors
Selection Techniques
this is a type of compensatory and statistical method for combining scores and involves assigning a weight to each predictor on the basis of its correlations with the other predictors, all of which are then combined with the criterion to obtain an estimate criterion score
multiple regression
Selection Techniques
research has confirmed which compensatory method is more accurate for predicting job performance
multiple regression
Selection Techniques
when using this noncompensatory method, all of the predictors are administered to all applicants and applicants must obtain a score that’s above the cutoff score on each predictor to be considered for the job
multiple cutoff
Selection Techniques
when using this noncompensatory method, predictors are administered in a prespecified order and the applicant must obtain a score above the cutoff for the next predictor to be administered
multiple hurdles
Selection Techniques
these noncompensatory methods can be combined with the compensatory method, multiple regression, by using multiple regression to predict the criterion scores of applicants who score above the cutoff score on all predictors
multiple cutoff & multiple hurdles
delete
Employee Selection
this term refers to the degree to which a predictor criterion measure is unaffected by measurement (random) error and as a result provides consistent scores
reliability
Employee Selection
define adequate reliability of a measure
the measure provides consistent scores because it is not substantially affected by sources of error (e.g., distractions in the testing room, test-takers anxiety, motivation, or fatigue)
* sources of error affect diffierent test-takers in an unpredictable way
Employee Selection
this term refers to the degree to which a predictor or criterion measure assesses what it was designed to assess
validity
Employee Selection
list 3 types of validity
1) content validity
2) construct validity
3) criterion-related validity
Evaluation of Selection Techniques
this type of validity refers to the extent to which a predictor measures the hypothetical trait it was designed to measure
construct validity
Evaluation of Selection Techniques
list the 2 types of tests that require adequate construct validity
IQ & personality tests
Evaluation of Selection Techniques
this type of validity refers to the degree to which scores on the predictor correlate with scores on the criterion and is evaluated by correlating predictor & criterion scores from individuals in a tryout sample to obtain this coefficient, which ranges from -1.0 to +1.0 with coefficients closer to 0 indicating lower validity
criterion-related validity
This coefficient ranges from -1.0 to +1.0 and, the closer it is to 0, the lower the predictor’s criterion-related validity. When an organization’s goal is to use applicants’ scores on a predictor to estimate or predict their scores on the criterion to facilitate hiring decisions, it would be important to assess the predictor’s criterion-related validity.
Evaluation of Selection Techniques
the criterion-related validity coefficient ranges from -1.0 to +1.0 and the closer it is to 0, the (lower/higher) the predictor’s criterion-related validity
lower
Evaluation of Selection Techniques
when an organization’s goal is to use applicants’ scores on a predictor to estimate or predict their scores on the criterion to facilitate hiring decisions, it would be important to assess which type of validity for the predictor
criterion-related validity
delete
Evaluation of Selection Techniques
this causes adverse impact & occurs when a selection test or other employment procedure has substantially different validity coefficients for members of different groups
* e.g., criterion-related validity coefficient is .70 for men & .20
* for women
differential validity
Employee Selection
list a disadvantage of biographical information tests
questions lack face validity
* applicants may not be willing to answer questions that don’t appear related to the job
Evaluation of Selection Techniques
this is the increase in decision-making accuracy that occurs by adding a new selection technique (predictor) to the existing selection procedure
incremental validity
Evaluation of Selection Techniques
these are used to estimate the incremental validity when the predictor’s criterion-related validity coefficient, the selection ratio, & the base rate are known
The Taylor-Russell tables
Evaluation of Selection Techniques
predictors with low to moderate validity coefficients can have adequate incremental validity, as long as…
the selection ratio is low; the base rate is moderate
Selection Techniques
One problem with biographical information blanks (BIBs) is that:
A. applicants may dislike them because they feel that some questions are an invasion of privacy.
B. applicants may dislike them because they don’t like being directly compared to other applicants.
C. employers dislike them because they’re difficult to administer and score.
D. employers dislike them because they’re not useful for making hiring decisions about applicants who have little or no previous experience.
A. applicants may dislike them because they feel that some questions are an invasion of privacy.
Evaluation of Selection Techniques
Which of the following would be most useful for determining if a new selection test is having an adverse impact?
A. 80% rule
B. Taylor-Russell tables
C. selection test and job performance measure scores
D. selection test and job performance measure validity coefficients
A. 80% rule
Evaluation of Selection Techniques
A new predictor has a criterion-related validity coefficient of .35. It will produce the greatest increase in decision-making accuracy when:
A. the selection ratio is high and the base rate is low.
B. the selection ratio is low and the base rate is high.
C. the selection ratio is high and the base rate is moderate.
D. the selection ratio is low and the base rate is moderate.
D. the selection ratio is low and the base rate is moderate.
Evaluation of Selection Techniques
when using the ABC Selection Test, the hiring rate for white job applicants is 70% and the hiring rate for Black applicants is 40%.
.70 x .80 = .56, which means that 56% is the minimum acceptable hiring rate for Black applicants. Since the hiring rate for Black appliants is less than 56%, the ABC Selections Test is having an adverse impact on Black applicants. This is an example of which adverse impact rule?
the 80% rule
Evaluation of Selection Techniques
this is a method for determining whether a selection test is having an adverse impact
the 80% rule
When using this rule, the hiring rate of the majority group is multiplied by 80% to determine the minimum hiring rate for the legally protected group
Employee Selection
an assessment center might use all of the following techniques during the employee selection process except:
A) general mental ability tests
B) work samples
c) structured interviews
D) situational judgement tests
B) work samples
Employee Selection
list a disadvantage of general mental ability tests (cognitive tests)
a greater risk of unfair discrimination against members of some racial minority groups
Employee Selection
these tests are the most frequently used selection techniques and have been found to be the most valid predictors of job performance across a variety of jobs, organizations, and job performance
general mental ability tests (aka cognitive tests)
Employee Selection
delete
Evaluation of Selection Techniques
before using a new selection technique to make hiring decisions, it must be evaluated to determine…
a) it has adequate reliability & validity
b) will increase decision-making accuracy
c) will not have an adverse impact
d) has adequate utility
Evaluation of Selection Techniques
the reliability coefficient ranges from 0 to 1.0 and the closer the coefficient is to 1.0, the less the effect of ____ ____ and the greater the ____ of scores
measurement error; consistency
Evaluation of Selection Techniques
knowing the predictor is reliable indicates that, whatever the predictor measures, it does so ____
consistently
Evaluation of Selection Techniques
a predictor is most likely to increase decision-making accuracy when its criterion-related validity coefficient is (small/large/similar)
large
Evaluation of Selection Techniques
this is the percent of job applicants the company plans to hire and is calculated by dividing the number of applicants that will be hired by the total number of applicants
selection ratio
Evaluation of Selection Techniques
a selection ratio of .10 is (low/moderate/high) and means that one of 10 applicants will be hired
low
Evaluation of Selection Techniques
a (low/moderate/high) selection ratio is best because it means the company has more applicants to choose from
low
Evaluation of Selection Techniques
this is the percentage of current employees who were hired without the new predictor & are considered successful
base rate
ranges from 0% to 100%
* incremental validity is greater when this is moderate (near 50%) because when the base rate is high, adding a new predictor probably won’t have much effect since the current selection procedure is doing a good job
* when the base rate is low > suggests that something other than the selection procedure is the problem (e.g., inadequate supervision or training) because it’s not likely that use of the current selection procedure results in selecting the least suitable job applicants
Evaluation of Selection Techniques
a moderate base rate is around…
.50
Evaluation of Selection Techniques
a (low/moderate/high) base rate of ____ is associated with the greatest accuracy in decision-making accuracy
moderate; .50
Evaluation of Selection Techniques
when the base rate is (low/moderate/high), adding a new predictor probably won’t have much effect since the current procedure is adequate
high
Evaluation of Selection Techniques
when the base rate is (low/moderate/high), this suggests that something other than the selection procedure (e.g., inadequate training) is the problem because it’s not likely that use of the current procedure results in choosing the least suitable applicants
low
Evaluation of Selection Techniques
this is a type of unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members
adverse impact
Evaluation of Selection Techniques
this occurs when members of one group consistently obtain lower scores on a selection test or other employement procedure but the score difference is not reflected in differences in scores on a measure of job performance
test unfairness
Evaluation of Selection Techniques
men and women receiving similar ratings on a measure of job performance, but for some reason, women consistently obtaining lower scores on the selection tests, and as a result, are hired less frequently than men is an example of which of the following
a) base rate
b) adverse impact
c) differential validity
d) test unfairness
d) test unfairness
Evaluation of Selection Techniques
list the employer’s options when the court determines that a selection test or other employment procedure is having an adverse impact
- replace the procedure with another procedure that does not have an adverse impact
- modify the procedure so it no longer has an adverse impact
- demonstrate that there is no alternative procedure available that would not have an adverse impact & that use of the procedure is job-related
Evaluation of Selection Techniques
list the 3 ways to establish job-relatedness
showing that the procedure is:
1) valid (adequate content, construct, & criterion-related validity)
2) a business necessity (safe & efficient operations)
3) a bona fide occupational qualification (maintaining normal business operations & may apply to gender, age, religion, national origin but not race)
Evaluation of Selection Techniques
an employement procedure is considered valid when there is adequate evidence of its…
criterion-related, content, or construct validity
Evaluation of Selection Techniques
an employment procedure or requirement is a business necessity when it is necessary for…
the safe & efficient operation of business
Evaluation of Selection Techniques
an employment procedure or requirement is a bona fide occupational qualification (BFOQ) when it is necessary for… and may apply to what demographics
- maintaining normal business operations
- gender, age, religion, and national origin (but not race)
Evaluation of Selection Techniques
religion is a ____ when a religious high school requires faculty to be members of its denomination
bona fide occupational qualification (BFOQ)
Evaluation of Selection Techniques
this is a method for evaluating the economic return on investment of human resource interventions such as staffing & training
utility analysis
Evaluation of Selection Techniques
list a commonly cited formula for assessing the utility of selection tests, which estimates utility in dollars based on the following factors:
* number of individuals hired
* the test’s validity coefficient
* the standard deviation of job performance in dollars
the cost of testing
Brogden-Cronbach-Gleser formula
Evaluation of Selection Techniques
list 2 situations that can cause adverse impact
test unfairness
differential validity
Employee Selection
research seems to suggest that which type of interview, behavioral or situational, has a higher level of validity
behavioral
