Exam 2 Study Guide Flashcards
the selection process
5 steps:
1) screening applications and resumes
2) testing and reviewing work samples
3) interviewing candidates
4) checking references and background
5) selection
what is the goal of selection?
to maximize the number of “hits” and “minimize” the number of mistakes in hiring
“hits” are accurately predicting that a person would not have succeeded on the job and accurately predicting a person succeeding on the job
How do you know when the tools you’re using to select people are effective?
We look at several criteria that make selection tests effective including:
Person-organization fit, person-job fit, other kinds of fit.
Reliability
Validity
test-retest reliability
consistency of scores on a test over time
inter-rater reliability
consistency of scores across judges
validity of a test
the degree to which the test measures what it is supposed to measure
in the selection context, the degree to which a selection test predicts future job performance
content validity
extent to which the content on a test is representative of a job’s content
similarity between the selection test and the job description
criterion validity
correlation between selection test scores and job performance scores
2 forms: predictive and concurrent validity
concurrent criterion validity
extent to which scores on a selection test are related to job performance
predictive criterion validity
extent to which scores on a selection test correlates with future job performance
letters of recommendation, references, and applications
generally poor validity
better validity if it focuses on KSA’s
can be risky (could sue and file a defamation of character)
application forms
education experience national origin (protected class) references disabilities (protected class) EEO statements
good applications only focus on job-related information
they have moderate validity
companies should avoid asking for religion, age, race, and marital status (protected classes)
physical ability tests
generally valid
exclude women and those with disabilities
need to be certain that physical requirements are essential to job performance
cognitive ability tests
vernal and math skills, very controversial for adverse impact reasons
valid especially for complex jobs
adverse impact (mainly along racial lines)
some companies give cognitive ability tests less weight than other predictors
personality tests
can be valid depending on the job and job analysis results
big 5 personality inventory measures agreeableness, neuroticism/emotional stability, conscientiousness, openness, and extraversion
conscientiousness and extraversion are the biggest generally
integrity tests
identify applicants who might steal
theft tolerance, attitudes, towards dishonest behavior
moderate validity
polygraphs
employee polygraph protection act (1988) is protecting most employees at private companies
very poor validity and reliability
interviews
unstructured/non-directive have low reliability and validity
structured are better validity and reliability
based on job analysis, consistent questions
what does an interview uniquely capture?
critical thinking and rationale
interpersonal skills
detailed behavioral examples
can someone fail a personality test?
high neuroticism, high narcissism, and low agreeableness
situational questions in interviews
uses critical incidents to assess decision making in dilemma-type hypothetical situations
what are the challenges of interviewing?
the halo effect (interviewer has a positive bias towards the interviewee)
biasses focusing on negative information based on race, sex, age, and appearance
1st impression error
faulty memory
MANY MORE
what can help combat problems with interviewing?
interviewer training can help all of these, but they require a lot of effort and are very expensive
assessment centers
highly representative sample of the job content
in basket (give them a basket full of tasks and watch them get through it and delegate)
leaderless group discussion
dimensions to measure important parts of the job (critical thinking and teamwork)
nowadays, they give you an inbox of tasks and watch you tackle it!