I.O. - Employee Selection

Question 1

Situational vs. Behavioral Interviews

Answer 1

*structural interviews

Behavioral
-assume past behavior is best predictor of future performance. (response to past situations)

Situational
-future oriented
-how they would respond to a situation (hypothetical)

*situational interviews are better predictors of performance.

Question 2

General Mental Ability Test (GMAT)

Answer 2

*Most valid predictor of job performance
*greatest risk for adverse impact (application)

Question 3

Personality Test

Answer 3

BIG 5 - OCEAN

C- Conscientiousness is greatest predictor of job performance.

Question 4

Integrity Test

Answer 4

• predicts if a employee will engage in counter productive behavior.

2 types
-overt (ask directly about attitudes)
-personality-based (covert) (assess aspects of personality related to counter productive behavior)

*PRO: No adverse impact

*overt = better at predicting counter productive behavior

*personality-based = better predictor of job performance

**** Greatest Gain = using GMAT & Integrity test

Question 5

In-basket exercise

Answer 5

*Conducted at testing center
-Assess potential supervisory decision making skills
(How they answer emails or phone calls)

Question 6

Leaderless Group Discussion

Answer 6

-assess leadership potential (assessment centers)

-small group, work together without an assigned leader

Question 7

Selection Technique - Clinical prediction

Answer 7

-Subjective judgement of decision markers.
*prone to biases

Question 8

Selection Technique - Multiple Regressions

Answer 8

-Combines scores
-Each score weighted on basis of its correlation with the other predictors and the criterion.
-weighted predictors scores are combined to obtain a criterion score.

*can be used to combine multiple cutoff and multiple hurdles to be used to predict criterion scores of those who score above the cutoff score on all predictors.

Question 9

Selection Technique - Multiple cutoffs

Answer 9

-all predictors are given to all applicants
-applicants must obtain a score thats above the cutoff score of each predictor.

Question 10

Selection Technique - Multiple Hurdles

Answer 10

-predictors are given in a order
-applicants must obtain a passing score to get and take the next predictor.

*multiple hurdles is preferable to multiple cutoffs when giving out the predictors is costly.

Question 11

Content Validity

Answer 11

-predictor adequately assess the knowledge and skill it is intended to measure.

Question 12

Construct Validity

Answer 12

-predictor measure the hypothetical trait it was designed to measure.

Question 13

Criterion-related Validity

Answer 13

-degree that scores on one measure (predictor) correlate with scores on another measure (criterion).

validity coefficient
ranges = -1.0 to 1.0
*closer to 0 the lower the predictors criterion related validity.

Question 14

Incremental Validity

Answer 14

increases in decision-making accuracy that occurs when adding a new selection technique.

Question 15

A predictor is most likely to increase decision-making accuracy when:

Answer 15

1. criterion-related validity is LARGE
2. Selection ratio is LOW
3. Base Rate is MODERATE

Question 16

Selection Ratio

Answer 16

-percentage of job applicants the company plans to hire.
-calculated by dividing the number of positions by total number of applicants.

.10 (small ratio) = 1 out of 10 will be hired
.90 (large ratio) = 9 out of 10 will be hired

*low selection ratio is best because the company has more applicant to choose from.

Question 17

Base Rate

Answer 17

-percentage of employees hired using current selection procedures.
-employees who are considered successful

*moderate base rate = .50 (greatest decision making accuracy)
*when BR is too high the new predictor wont have much effect.
*when BR is too low it suggest something is wrong with the selection procedure.

Question 18

Taylor-Russell Table

Answer 18

-used to obtain an estimate of a predictors incremental validity. (criterion validity, base rate, & selection ratio)

-when criterion validity is low (.30), base rate is moderate (.50) and selection rate is low (.10) the table estimates that the new predictor will result in 71% new hires being successful.

Question 19

Test Unfairness

Answer 19

-members of one group consistently obtain lower scores on selection test, and scores are not accurate predictors.

*to correct for this, use different cutoff scores.

Question 20

Differential Validity

Answer 20

-selection test has significantly different validity coefficients for members of different groups.

*to correct for this, use different selection test for different groups.

Question 21

80% Rule (4/5 rule)

Answer 21

-determine if a predictor is having an adverse impact.

-when hiring rate for legally protected group is less than 80% of the hiring rate the majority group = adverse impact.

*if hiring rate for White applicants is 70% the minimum hiring rate for Black applicants is 56%
70% x 80% = 56% (.7 x .8 = .56) there is no adverse impact.

Question 22

Utility Analysis

Answer 22

-evaluate economic return on investment of human resource intervention (staffing and training).

*Brogden - Cronbach- Glesser Formula
-considers utility by:
-number of hires
-test validity coefficient
-SD of job performance in dollars
-cost of testing