Employee Testing and Selection Flashcards
MODULE 5
is a crucial process within
human resource management. This process comprises conducting interviews and evaluating
candidates for specific job roles, with a goal of selecting a candidate to hire based on predefined
criteria such as qualifications, skills, and experience.
Employee selection, also known as candidate selection
Effective selection is crucial for three major reasons:
cost, performance, and legal obligations
A well-matched employee enhances overall productivity, while a misaligned employee can lead to inefficiencies
Performance
An unsuitable applicant could lead to resource wastage and possible organizational
problems
Cost
follow equal
employment regulations. Negligent hiring might result in legal consequences if workers
with questionable backgrounds are employed without conducting the necessary
background screenings.
Legal Obligations
provides consistent scores when taken by the same person
on different occasions.
Reliable Test
a test’s first important requirement or factor as it emphasizes
consistency.
Reliability
Measuring reliability involves
various methods.
test-retest reliability estimates, reliability coefficient
establishes whether a test assesses the things it is supposed to measure.
Validity
In employee testing, there are three types of validity that are utilized. These are:
Criterion Validity, Content Validity, Construct Validity
statistically demonstrating a relationship between
scores on a selection procedure and job performance.
Criterion Validity
demonstrates that the content of a selection procedure is
representative of crucial aspects of job performance.
Content Validity
measures an abstract idea crucial for successful job performance.
Construct Validity
type of approach in which the tests are in which
the test scores are given to current employees in the company and these scores
are then compared to their current performance.
Concurrent Validation
the tests are
administered to the applicants before being hired in the company.
Predictive Validation
This is a method used to assess the effectiveness of HR practices, including tests. The
information required is the validity of the selection measure, a measure of job performance in
terms of money, applicants’ average test scores, the cost of testing an applicant, and the
number of applicants tested and selected.
Utility Analysis
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
In summary, companies should make sure to
understand the need to keep employees’ information confidential and to adopt a __
“need to know”
policy
general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning.
Cognitive Tests
These tests measure finger dexterity, manual dexterity, and
reaction time.
motor abilities
These tests measure static strength, dynamic strength,
body coordination, and stamina.
tests of physical abilities
Industrial psychologists often focus on the “big five”
personality dimensions:
extraversion, emotional stability/neuroticism, agreeableness,
conscientiousness, and openness to experience.
tendency to exhibit poor emotional adjustment and
experience negative effects, such as anxiety, insecurity, and hostility
Neuroticism
a tendency to be sociable, assertive, and active, and to
experience positive effects, such as energy and zeal
Extraversion
to experience is the disposition to be imaginative, nonconforming,
unconventional, and autonomous.
Openness
the tendency to be trusting, compliant, caring, and gentle.
Agreeableness
is comprised of two related facets: achievement and dependability.
Conscientiousness
individuals who exhibit traits of self-control through being capable of
planning, organizing, working strategically towards goals, and carrying out tasks
Conscientiousness
conducted with a psychologist and they present an
ambiguous stimulus and the person reacts.
Projective personality tests
when applicants fill them out, for example, the
Myers-Briggs Test
Self-reported personality tests
compare one’s interests with those of people in various occupations.
Interest inventories
measure what someone has learned. They measure your “job knowledge” in areas
like economics, marketing, or human resources.
Achievement tests
presenting candidates with tasks that are representative of the
actual job responsibilities they would handle.
Work Samples
involve creating a scenario or
environment that mimics aspects of the job to observe how candidates react and perform.
simulations
tries to predict job performance by requiring job candidates
to perform one or more samples of the job’s tasks.
work sampling technique
select a sample of several tasks crucial to performing the job,
and then to test applicants on them.
basic procedure
“designed to assess an applicant’s
judgment regarding a situation encountered in the workplace.”
Situational judgment
is a 2- to 3-day simulation in which 10 to 12
candidates perform realistic management tasks (like making presentations) under the
observation of experts who appraise each candidate’s leadership potential.
management assessment center
This exercise confronts the candidate with an accumulation of reports,
memos, notes of incoming phone calls, letters, and other materials collected in the actual
or computerized in-basket of the simulated job he or she is about to start.
The in-basket
Trainers give a leaderless group a discussion question and
tell members to arrive at a group decision.
Leaderless group discussion
