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excel, spreadsheet, save, save AS Flashcards

1
Q

What are selection techniques often referred to as?

A

Predictors

Predictors are methods used to evaluate candidates for job performance.

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2
Q

Name three common predictors used in organizations.

A
  • Interviews
  • General mental ability tests
  • Personality tests

Other predictors include integrity tests, work samples, assessment centers, and biographical information.

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3
Q

What distinguishes structured interviews from unstructured interviews?

A

Structured interviews ask all interviewees the same questions derived from job analysis

Unstructured interviews allow interviewers to ask any questions and may not standardize across candidates.

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4
Q

Which type of interview has been found to have the same average validity coefficient as unstructured interviews?

A

Structured interviews

Recent studies show both types have an average validity coefficient of .58.

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5
Q

What is the best predictor of job performance according to recent findings?

A

General mental ability tests

These tests have been found to be the most valid predictors, followed by structured and unstructured interviews.

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6
Q

What assumption do behavioral interviews rely on?

A

Past behavior is the best predictor of future behavior

Behavioral interviews focus on candidates’ past job-related situations.

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7
Q

What do situational interviews focus on?

A

Hypothetical future situations

Situational interviews ask candidates how they would respond to scenarios they may face in the job.

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8
Q

True or False: Behavioral interviews have consistently been found to be the better predictors of job performance over situational interviews.

A

False

Recent meta-analyses indicate that situational questions may be more valid predictors than behavioral questions.

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9
Q

Fill in the blank: When behavioral and situational interview questions are assessed under the same conditions, _____ questions are more valid predictors of job performance.

A

situational

This suggests that intentions may be more predictive of future behaviors than past behaviors.

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10
Q

What are integrity tests used for?

A

To predict whether an applicant is likely to engage in counterproductive behaviors

Integrity tests assess the likelihood of dishonesty and theft among applicants.

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11
Q

What are the two basic types of integrity tests?

A
  • Overt integrity tests
  • Personality-based integrity tests

Overt tests ask directly about dishonesty, while personality-based tests assess traits linked to counterproductive behaviors.

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12
Q

Do integrity tests have an adverse impact on racial/ethnic minorities?

A

No

Integrity tests do not seem to disadvantage racial/ethnic minorities.

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13
Q

Which type of integrity test is a better predictor of counterproductive behaviors?

A

Overt integrity tests

Overt integrity tests directly inquire about dishonesty and theft.

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14
Q

Which type of integrity test is a better predictor of job performance?

A

Personality-based integrity tests

These tests assess personality traits linked to job performance.

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15
Q

What was the rank of integrity tests in terms of validity among selection methods according to Schmidt, Oh, and Shaffer’s meta-analysis?

A

Fourth most valid method

This ranking follows general mental ability tests, interviews, and job knowledge tests.

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16
Q

What combination of tests produced the greatest gain in validity?

A

General mental ability test combined with an integrity test

This combination yields the highest incremental validity.

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17
Q

What do work samples require applicants to do?

A

Perform on-the-job tasks or activities in realistic conditions

Work samples simulate actual job tasks to evaluate applicant performance.

18
Q

How did Schmidt and Hunter’s meta-analysis (1998) compare the validity of work samples to general mental ability tests?

A

Work samples had a slightly higher validity coefficient

This indicates work samples were initially seen as more valid than general mental ability tests.

19
Q

What trend was noted in the more recent meta-analysis by Schmidt, Oh, & Shaffer (2016) regarding work samples?

A

Lower validity coefficient compared to general mental ability tests

The decline in validity may be due to the broader application of work samples beyond manual skilled jobs.

20
Q

What are trainability work sample tests useful for?

A

Determining if inexperienced applicants are likely to benefit from training

These tests assess both training and evaluation for novice applicants.

21
Q

What is a realistic job preview (RJP)?

A

Informing job applicants about the positive and negative aspects of the job

RJPs aim to set realistic job expectations to reduce turnover.

22
Q

What are assessment centers primarily used for?

A

To evaluate candidates for managerial-level jobs

Assessment centers utilize multiple raters and methods to assess performance.

23
Q

What methods are commonly used in assessment centers?

A
  • Personality tests
  • Ability tests
  • Structured interviews
  • Simulations (work samples)

These methods provide a comprehensive evaluation of candidates.

24
Q

What is the purpose of the in-basket exercise in assessment centers?

A

To assess decision-making skills

Participants respond to memos, phone messages, and other communications similar to on-the-job situations.

25
Q

What does the leaderless group discussion evaluate?

A

The leadership potential of participants

A small group works together to solve a job-related problem without an assigned leader.

26
Q

What is a biodata form?

A

A measure of biographical information chosen for predicting job performance

Also known as biographical information blank (BIB).

27
Q

What types of information does biodata typically include?

A
  • Education
  • Work history
  • Family history
  • Health history
  • Interests
  • Social relationships

Items are empirically derived and may be presented in a multiple-choice format.

28
Q

How has biodata been shown to predict job performance?

A

It has been found to be a good predictor for a variety of jobs, including unskilled and managerial/executive-level jobs

Reference: Schmidt, Oh, & Shaffer, 2016.

29
Q

What is a disadvantage of biodata measures?

A

Some items may lack face validity

Applicants might view these items as irrelevant or an invasion of privacy.

30
Q

True or False: Biodata items are always perceived as relevant to job performance by applicants.

A

False

Some applicants may refuse to answer items they consider irrelevant.

31
Q

What are the two types of methods for combining information obtained from multiple predictors?

A

Compensatory and noncompensatory methods

Compensatory methods allow high scores on some predictors to offset low scores on others, while noncompensatory methods do not.

32
Q

What is a compensatory method in the context of selection techniques?

A

A method where a high score on one or more predictors can compensate for a low score on another predictor

Examples include clinical prediction and multiple regression.

33
Q

What is clinical prediction in the context of hiring decisions?

A

A method relying on the subjective judgment of decision makers regarding job requirements

It is susceptible to biases and errors, making it less accurate than statistical methods.

34
Q

What is a major disadvantage of clinical prediction?

A

It is susceptible to biases and errors

Studies have confirmed that statistical methods are more accurate for predicting job performance.

35
Q

What is multiple regression in selection techniques?

A

A statistical method for combining scores, where each predictor is weighted based on its correlations

The weighted scores are combined to estimate a criterion score.

36
Q

What are noncompensatory methods in selection techniques?

A

Methods where a low score on one predictor cannot be compensated for by a high score on another predictor

Examples include multiple cutoff and multiple hurdles.

37
Q

What is the multiple cutoff method?

A

A method where all predictors are administered to all applicants, and each must score above a cutoff to be considered

This ensures that all predictors are evaluated.

38
Q

What is the multiple hurdles method?

A

A method where predictors are administered in a prespecified order and each must meet the cutoff to proceed

It is preferable when it is too costly to administer all predictors to all applicants.

39
Q

When is the multiple hurdles method preferable to multiple cutoff?

A

When it would be too costly to administer all of the predictors to all applicants

This method allows for a more efficient selection process.

40
Q

Can multiple cutoff and multiple hurdles be combined with multiple regression?

A

Yes, they can be combined by using multiple regression to predict the criterion scores of applicants who score above the cutoff

This allows for a more refined selection process.

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