Lecture 5: Selection methods

Question 1

Reference

Answer 1

Expression of an opinion orally or written, about an apllicant’s ability/previous performance/character etc

Question 2

Reference checks

Answer 2

Process of confirming the accuracy of information by the applicant

Question 3

Letter of recommendation

Answer 3

Letter of opinion regarding an applicant’s ability to perform a job

Question 4

Why check references?

Answer 4

To avoid future problems

Question 5

Problems with references

Answer 5

• Low validity and reliability
• Influenced by writing style –> long letter judged better than shorter ones

Question 6

Education and performance

Answer 6

Education is not the best predictor of future performance of a candidate

Question 7

Cognitive ability tests advantages

Answer 7

• Highest validity of all selection methods
• Easy to administer and not expensice
• Not time consuming

Question 8

Cognitive ability tests disadvantages

Answer 8

-Likely to cause adverse impact
- Low face validity
- Not liked by applicants

Question 9

Work samples

Answer 9

Applicants perform tasks that replicate actual job tasks (Can be expensive and time consuming)–> can be a part of assessment centres

Question 10

Assessment centres

Answer 10

A selection technique that uses multiple job-related assessment excercises and multiple assessors to observe and record behaviours of candidates performing job-related tasks

Question 11

Assesment centres (dis)advantages

Answer 11

• Expensive and time consuming
• Can have low inter-rater agreement because of different assessors
• Safety of candidates for some work samples (construction workers)
• Useful for promotion rather than selection
• Only done by really large companies

Question 12

Functional personality triad

Answer 12

Combination of conscientiousness, emotional stability and agreeableness negatively predicts withdrawal behaviours

Question 13

Conscientiousness

Answer 13

Most strongly associated with positive work performance, predicting positive work behaviours almost twice as well as any of the other four traits (BUT could be less creative)

Question 14

Personality tests advantages

Answer 14

• Cheap
• Easy to administer
• Little adverse impact
• Predicts best when based on a job analysis

Question 15

Personality tests disadvantages

Answer 15

• Scale development; not developed properly
• Validity (Myers-Briggs)
• Faking; people can easily fake it

Question 16

Selection methods

Answer 16

• Most reliable selection methods are ability tests, skills tests and knowledge tests
• References are not a valid selection method
• Personality tests are not a valid selection method
• Experience can be useful under certain conditions, but is also overrated