Lecture 3

Question 1

2 Reliability types

Answer 1

Inter-rater

test-retest

Question 2

5 How do we know which selection method to use?

Answer 2

1. Reliability
2. Validity
3. Generalizability
4. Utility - info provided leads to right selection
5. Legality

Question 3

Big 5 most important

Overall Performance

Answer 3

Conscientiousness

Question 4

Big 5 most important

Managerial Performance

Answer 4

Conscientiousness + Extroversion

Question 5

Big 5 most important

Team Performance

Answer 5

Agreeableness + Emotional Stability

Question 6

Pro-active personality
4 Manifests in
3 Leading to

Answer 6

Voice
Innovation
Political Knowledge
Career initiative

Salary Progression
Promotions
Career Satisfaction

Question 7

Pro-activity is only beneficial if

Answer 7

Company Fit is right

Question 8

Selection methods predictive validity

Answer 8

1. References, Years of experience/education, Typical Interviews
2. Unstructured Interviews, Psychometric Personality test
3. Structure Interview, Psychometric test of ability, work samples
4. Combinations

Question 9

Team selection 2x2

Warmth, Competence

Answer 9

Competent Jerk - Lovable Star

Incompetent Jerk - Lovable Fool

Question 10

Non-Performance factors better shown in

Answer 10

Unstructured Interviews

Question 11

4 Best Structured Interviews include

Answer 11

1. Include Qs developed after job analysis
2. Use a mixture of situational, past behavioural, and
   job-related background questions
3. Include evaluation on anchored-rating scales
4. Are done by trained interviewers

Question 12

Correlations
Personality and social media profile

Recruiters rating of fb page and job performance or turnover

Answer 12

some

uncorrelated