EXAM 2 Selection Flashcards
Selection defined
Systematic process of obtaining and evaluating info about applicants, a 2 way street
Reliability
Consistency, dependable, stable overtime
Validity
Accuracy
Measure what it is supposed to?
Relationship between reliability & validity
Reliability is a pre-req for validity
A valid test will always be reliable
Validity generalization
Any job, any company
Personality tests
Utility
Economic
Do costs outweigh the benefits?
Legality
Diff. tests to diff. groups
Disparate impact + treatment
Application forms
- Lower level
- Easier to compare
Resumes
- Higher level
- More info you might not want
- Trigger biases
Problems with application forms & resumes
Could lie, embellish, omit
To avoid…
Reference check, background check, interview, disclaimers, test
Purpose of interviews
Verify info, gather new info
Types of interviews
Unstructured
Structured
- Situational
- Behavioral
Unstructured interviews
Informal, don’t plan ahead
Low reliability, low validity (bad predictors)
Structured interviews
Same questions for all, rating scale
High reliability, high validityS
Situational interviews
Scenario, future oriented
More valid
Behavioral interviews
Past oriented, slightly better
Format of interviews
- Panel/Committee (HIGHEST VALIDITY)
- Group
- Phone
- Video
- Mealtime
Preparing for behavioral interviews
STAR method
Situation- context
Task - Problem
Action - What’d you do?
Results - Outcome (give #s)
Selection tests
Cognitive ability
Physical ability
Cognitive ability
Quick, cheap, high validity
Ex. IQ test
- Verbal
- Quantitative
- Reasoning
Physical ability
Only for certain jobs, reduces injuries
Personality tests
High validity
But self-reporting and considered invasive
Big 5
- Openness to experience (Ok with change)
- Conscientiousness (Responsibility)
- Extraversion
- Agreeableness (Compromise)
- Neuroticism/Emotional stability
Best predictor of performance (BIG 5)?
Conscientiousness
Integrity or Honesty Tests
High validity
- Overt
- Personality-based
Overt
Dishonest attitudes + behaviors
Straight up ask
Unreliable, makes them feel guilty
Personality-based test
Measure personality traits related to dishonesty
(Risk taking, low conscientiousness)
Work samples
Ask to demonstrate part of job
High validity, high cost & time
Simulations
Demonstrate part of job in controlled setting
High validity, high cost & time
Assessment centers
- Multiple tests
- Multiple raters
Time consuming, high cost, multiple chances, high validity
Background/Reference Checks
Verify info, unfit for employment?
- References
- Letters of rec
- Criminal records
- Credit checks
- Education records
- Military records
- Driving records
- Social media
Legal issues with background checks
- Defamation
- Negligent hiring
Defamation
Make them look bad, false, hurt reputation
Must have evidence
Negligent hiring
Hire someone you know or should’ve known unfit and then they hurt someone @ work
Medical exams
Job related, AFTER conditioned job offer (ADA)
Drug testing
- Job related
- Urine, blood, saliva, hair
- Pre-employment
- Accuracy, inform ahead of time, good reason, retest if pos.
Most common drug test?
Urine
Most accurate druge test?
Blood
Most expensive drug test?
SalivaM
Hair drug test
Discriminating against those under ADA, longer period
Form I-9
Verify authorization to work in US
Verify identity
Pre-employment
What law requires Form I-9?
Immigration Reform & Control Act of 1986
