L4 Flashcards
The process of confirming the accuracy of information provided by an applicant.
Reference Check
The expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success
References
A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for future success. The content and format of a letter of recommendation are determined by the letter writer
Letter of Recommendation
to confirm the truthfulness of information provided
by the applicant and avoid?
Resume
to determine whether the applicant has a history of such discipline problems as poor attendance, sexual harassment, and violence
Checking for Discipline Problems
reference checkers may gather a general consensus about the applicant’s work habits
Discovering new information
utilization of search engines such as Google for. background checks
Discovering new information
Even though references are commonly used to screen and select employees, they have not been successful in predicting future employee success. In fact, a meta-analysis found that the average uncorrected validity coefficient for references/letters of recommendation and performance.
Predicting future performance
References and letters of recommendation are ways to try to predict future performance by looking at past performance
Predicting future performance
Applicants choose their own references
Leniency
Confidentiality concerns. A person providing references can be charged with defamation of character (slander if the reference is oral, libel if written) if the content of the reference is both untrue and made with malicious intent. By law, people have the right to see their reference letters. By signing a waiver, applicants can give up that right
Leniency
can be granted to people providing references, which means that they have the right to express their opinion provided they believe what they say is true and have reasonable grounds for this belief.
Conditional privilege
Even in a work setting in which a supervisor provides the recommendation, he often does not see all aspects of an employee’s behior
Knowledge of the applicant
The third problem with references and letters of recommendation involves the lack of agreement between two people who provide references for the same person
Reliability
Research has indicated that the method used by the
letter writer is often more important than the actual
content.
Extraneous Factors
For many jobs, it is common that applicants must have a minimum level of education or training to be considered. That is, an organization might require that man-agerial applicants have a bachelor’s degree to pass the initial applicant screening process. Job knowledge tests have excellent content and criterion validity and because of their high face validity, they are positively accepted by applicants
Predicting performance using applicant training and education
Used primarily in the public sector, especially for promotions, job knowledge tests are designed to measure how much a person knows about a job.
Predicting performance using applicant knowledge
have excellent content and criterion validity and because of their high face validity, they are positively accepted by applicants
Job knowledge test
Ability tests are used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire.
Predicting performance using applicant ability
This includes such dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning (mathematical, deductive, inductive), and general learning
Cognitive Ability
It is thought to predict work performance in two ways: by allowing employees to quickly learn job related knowledge and by processing information resulting in better decision making
Cognitive ability
AbilityOne of the most widely used cognitive ability tests in the industry is the?
Cognitive Ability
The developers of this test theorized that the large race differences in scores on traditional cognitive ability tests were due to the knowledge needed to understand the questions rather than the actual ability to learn or process information (intelligence)
Siena Reasoning Test
This test consists of vision (near, far, night, peripheral), color discrimination, depth perception, glare sensitivity, speech (clarity, recognition), and hearing (sensitivity, auditory attention, sound localization) (Fleishman & Reilly, b)
Perceptual Ability
