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
