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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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).

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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.

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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.

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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.

41
Q

What must be evaluated before using a new selection technique for hiring decisions?

A

Adequate reliability and validity, increase decision-making accuracy, no adverse impact, adequate utility

42
Q

Define reliability in the context of predictors.

A

The degree to which a predictor is free from measurement error and provides consistent scores

43
Q

What does a reliability coefficient indicate?

A

Ranges from 0 to 1.0; closer to 1.0 indicates less measurement error and greater consistency

44
Q

What is validity in the context of predictors?

A

The extent to which a predictor measures what it was designed to measure

45
Q

List the three main types of validity.

A
  • Content validity
  • Construct validity
  • Criterion-related validity
46
Q

What does content validity assess?

A

The extent to which a predictor adequately samples the knowledge or skills it’s intended to measure

47
Q

How can content validity be ensured?

A

By basing it on job analysis results and having subject matter experts review the content

48
Q

What does construct validity measure?

A

The extent to which a predictor measures the hypothetical trait it was designed to measure

49
Q

How is construct validity assessed?

A

By correlating scores on the predictor with scores on valid measures of the same, similar, and different constructs

50
Q

What does criterion-related validity evaluate?

A

The degree to which scores on the predictor correlate with scores on the criterion

51
Q

What is the range of the criterion-related validity coefficient?

A

From -1.0 to +1.0; closer to 0 indicates lower criterion-related validity

52
Q

Define incremental validity.

A

The increase in decision-making accuracy by adding a new selection technique to the existing selection procedure

53
Q

Under what conditions is a predictor likely to increase decision-making accuracy?

A

When its criterion-related validity coefficient is large

54
Q

What is the selection ratio?

A

The percent of job applicants the company plans to hire, calculated by dividing the number of hires by total applicants

55
Q

What does a low selection ratio indicate?

A

More applicants to choose from; for example, a selection ratio of .10 means one of ten applicants will be hired

56
Q

Define base rate in the context of selection procedures.

A

The percent of employees hired using the current selection procedure who are considered successful

57
Q

What base rate is associated with the greatest increase in decision-making accuracy?

A

A moderate base rate, around .50

58
Q

What are the Taylor-Russell tables used for?

A

To estimate a predictor’s incremental validity for various combinations of criterion-related validity coefficients, base rates, and selection ratios

59
Q

Fill in the blank: A predictor’s criterion-related validity coefficient of .30, a base rate of .50, and a selection ratio of .10 indicates that _______ of hired employees will be successful.

A

71%

60
Q

What is the increase in successful employees when the new predictor is added with the given conditions?

A

21% increase in successful employees

61
Q

What is adverse impact?

A

A type of unfair discrimination where a personnel selection method negatively affects protected group members compared to majority group members

Also referred to as disparate impact.

62
Q

What are the Uniform Guidelines on Employee Selection Procedures?

A

Guidelines adopted in 1978 by the EEOC to address adverse impact in employee selection.

These guidelines include interpretations and clarifications from 1979.

63
Q

Define test unfairness.

A

Occurs when one group consistently scores lower on a selection test without corresponding differences in job performance.

For example, women may score lower on tests despite similar job performance ratings as men.

64
Q

What is differential validity?

A

When a selection test has significantly different validity coefficients for different groups.

For instance, a test might have a validity coefficient of .70 for men and .20 for women.

65
Q

What is the 80% rule?

A

A method to determine adverse impact where the hiring rate for a protected group is less than 80% of the majority group’s hiring rate.

Example: If White applicants have a 70% hiring rate, African-American applicants must have at least 56%.

66
Q

What options does an employer have when a selection test shows adverse impact?

A
  1. Replace the procedure
  2. Modify the procedure
  3. Demonstrate no alternative exists and that the procedure is job-related

Job-relatedness can be established through validity, business necessity, or bona fide occupational qualification.

67
Q

What is job-relatedness in employment procedures?

A

Established by showing the procedure is valid, a business necessity, or a bona fide occupational qualification.

Validity can be criterion-related, content, or construct.

68
Q

What is a bona fide occupational qualification (BFOQ)?

A

A qualification necessary for normal business operations, applicable to gender, age, religion, and national origin, but not race.

For example, a religious school may require faculty to be members of its denomination.

69
Q

What is utility analysis?

A

A method for evaluating the economic return on investment of human resource interventions like staffing and training.

Commonly cited formula: Brogden-Cronbach-Gleser formula.

70
Q

List the factors considered in the Brogden-Cronbach-Gleser formula.

A
  • Number of individuals hired
  • Test’s validity coefficient
  • Standard deviation of job performance in dollars
  • Cost of testing

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