FInal Flashcards
If a validity coefficient has a reasonable p value, chances are good that it would yield a similar validity coefficient if the same predictor were used with different sets of job applicants.
P Value
Refers to relationship between predictor and criterion scores, assessed using a correlation
Validity
extent to which predictor adds value to prediction of job success
Practical Significance
direction of the relationship between predictor and criterion
Sign
refers to size; can range from 0 to 1.00
Magnitude
where a coefficient of
0 =
is least desirable
where a coefficient of
1.00 =
is most desirable
Validities above .15
are of moderate usefulness
Validities above .30
are of high usefulness
assessed by probability or p values- another factor used to interpret the validity coefficient
Statistical significance
Reasonable level of significance is p
p< . 05
A significance level of p<0.05
means that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not (KNOW THIS)’
stated as a probability and indicates a given predictor’s chances of yielding similar validity coefficients with different sets of applicants
concerns whether the selection measure appears valid to the applicant; potentially important to selection decision making in general, and choice of selection methods in particular if it affects applicant behavior
Face validity
refers to the extent that it provides a consistent set of scores to represent an attribute.
Reliability- Think test-retest reliability. If you run the same test over and over will you get the same results.
A predictor may also may also discriminate by screening out a disproportionate number of minorities and women. Any employment practice that has a discriminatory effect on a protected group.
Adverse Impact
represent a significant way of estimating the economic gains that may be anticipated with the use of a new (and valid) predictor.- the economic gain derived from using a predictor versus random selection- dollar value is most difficult to estimate
Economic gain formula-
refers to the bottom-line or monetary impact of a predictor on the organization.
Focuses on the monetary impact of using a predictor
Requires a wide range of information on current employees, validity, number of applicants, cost of testing, etc.
Economic Gain
The greater the economic gain the more useful the predictor
simplifies process of determining scores- IS the final assessment score; inconsistent
Single Predictor
Multiple Predictors
Compensatory model Clinincal Prediction model Unit weighing Rational weighing Multiple Regression Method Choosing among weighing schemes Multiples hurdles approach Combined Model
scores on one predictor are simply added to scores on another predictor to yield a total score. This means that high scores on one predictor can compensate for low scores on another. For example, if an employer is using an interview and grade point average (GPA) to select a person, an applicant with a low GPA who does well in the interview may still get the job.
Compensatory model
Managers use their expert judgment to arrive at a total score for each applicant. That final score may or may not be a simple addition of the three predictor scores shown in the exhibit.
Clinical prediction method
Each predictor is weighted the same at a value of 1.00 - predictor scores are simply added together to get a total score
Unit Weighing
each predictor receives a differential rather than equal weighting; managers and other SME’s establish the weights for each predictor according to the degree to which each is believed to predict job success
Rational Weighing
similar to rational weighting in that the predictors receive different weights. however, the weights are established on the basis of statistical procedures rather than on judgments by managers or other SMEs. The statistical weights are developed from (1) the correlation of each predictor with the criterion 2) the correlations among the predictors. As a result, weights provide optimal weights in the sense that they will yield the highest total validity.
KNOW THIS:will be more precise than unit weighting if there is a small number of predictors, low correlations between predictors, and a large sample.
Multiple regression method-
how various predictor combinations are weighted is critical in determining how usefulness of the selection process
Choosing Among Weighting Schemes:
an applicant must earn a passing score on each predictor before advancing in the selection process. Such an approach is taken when each requirement measured by a predictor is critical to job success. Passing scores are set using the methods to determine cut scores (discussed in the next section). Unlike the compensatory model, the multiple hurdles model does not allow a high score on one predictor to compensate for a low score on another predictor.
method of setting a passing score for a job predictor would be a cost efficient method for making decisions about hiring.
Multiple hurdles approach
may be used involving both the compensatory and multiple hurdles; process starts with multiple hurdles and ends with compensatory model
Combined Model
P
predictor score
w
rational weight
a
intercept
b
statistical weight
is used to predict availabilities on the basis of historical patterns of job stability and movement among employees- capture the underlying workings of an internal labor market and then use the results to forecast future HR availabilities
Markov process
Quadrants
D (False N) A (True P)
C (True N) B (False P
Quadrant? assessed as having a high chance of success using the predictor and would have succeeded if hired
A : called true positives because they were
assessed as having little chance for success and would not be successful if hired
C:
called true negatives because they were
assessed as not being likely to succeed but had they been hired, would have been successful
D: called false negatives because they were
assessed as being likely to succeed but would have ended up being unsuccessful performers
B: called false positives because they were
High cut score results in
fewer false positives but a larger number of false negatives.
Lowered cut off scores result
in fewer false negative and more true positives
Methods to determine Cut scores
- Min Competency
- Top Down
- Banding
cut score is set on the basis of minimum qualifications deemed necessary to perform the job- often needed where the first step in the hiring process is the demonstration of minimum skill requirements
Min Competency
established by the number of applicants that need to be hired. Once that number has been determined, applicants are selected from the top based on the order of their scores until the number desired is reached (easy to administer, low validity, low-quality hiring)
Top Down
refers to the procedure whereby applicants who score within a certain score range or band are considered to have scored equivalently
Banding
scores of 91 and higher could be assigned a score of 9, 81-90 a score of 8, etc.
Methods of Final Choice
Random Selection
Ranking
Grouping
Ongoing Hiring
may be used to determine cut scores
Methods to Determine Cut Scores
mechanisms by which discretionary assessments are translated into job offer decisions
Methods of Final Choice
Each finalist has an equal chance of being selected. The only rationale for selecting a person is the “luck of the draw.”
Six names being pulled out of a hat and the finalist drawn is tendered a job offer
Random Selection
finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments
Person ranked first is most desirable and person ranked last is least desirable (not viewed as failures)
Ranking
inalists are banded together into rank-ordered categories.
The finalists are grouped according to whether they are top choices, acceptable, or last resorts.
Grouping-
Hiring all acceptable candidates as they become available for open positions
is most common in organizations with very high turnover rates.
Ongoing Hiring
- used to narrow down the lists of finalists to those who will receive job offers; sometimes all finalists will receive job offers but other times there may not be enough positions to fill for each finalists to receive an offer
Participation of line managers are needed
Discretionary methods
These methods are used to answer the following question: Among those who meet the minimum qualifications for the job, who are the most likely to be high performers if hired? In other words, these methods are used to predict which applicants, if hired, will be the best performers. the validity of substantive assessment methods is critical.
are used to make fine distinctions among applicants, the nature of their use is somewhat more involved than that of initial assessment methods.
-Like initial assessment methods, substantive assessment methods are developed using the logic of prediction
Substantive methods
Required elements of a contract
CAO
Offer
Acceptance
Consideration
usually made by employer and is composed of the terms and conditions of employment desired and proposed by the employer
Terms must be clear and specific enough to be acted on by the officer receiver
Offer
offer must be accepted on the terms as offered
If employer offers salary of $70,000/year, the offer receiver must either accept or reject that term
Counteroffer is not an acceptance
Acceptance:
