Predictors used in Organizations

Question 1

General Mental Ability Tests (GMA)

Answer 1

General Mental Ability Tests (GMA)

1. highest validity coefficients across jobs and job settings. (.50-.56)
2. validity coefficients can vary somewhat depending on the objectivity of the criterion.

Question 2

Biodata

Answer 2

BIODATA

1. biographical information
2. best predictor of future behavior is past behavior
3. among the most valid predictors!!!
4. empirically derived forms, questionnaires.
   
   1. lack face validity: do not look like personal questions should relate to job performance.
      
      1. people resistant to them

Question 3

Job Knowledge Tests

Answer 3

Job Knowledge Tests

1. good predictors of job performance
2. as good or better then General Mental Ability Tests
3. however, are job specific and only useful when applicants have had previous training or experience.

Question 4

Personality Tests

Answer 4

PERSONALITY TEST

1. useful but not entirely consistent
2. Big 5 personality traits:
   
   1. neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness
   2. Conscientiousness is the best predictor of job performance across jobs/settings..etc.

Question 5

interest tests

Answer 5

Interest Tests

1. does applicants interest profiles resemple those of successful employees, will do best on the job?
2. limited use because they can be faked!
   
   1. more valid for predicting job choice, satisfaction, persistence, not success!

Question 6

Interviews

Answer 6

Interviews

1. most commonly used
2. low levels of reliability and validity
3. how to improve?
   
   1. train interviewers
   2. structured interviews
      
      1. combined with other selection procedures like GMA
      2. behavior description interviews on situations of persons past are more valid than hypothetical situations.
      3. better with single interviewer not a group!

Question 7

Work Samples

Answer 7

Work Samples

1. perform tasks similar to those actually done on the job (clerical, mechanical or technical).
2. can be used to see capacity to benefit from training, or trainability tests.
   
   1. Realistic Job Preview (RJP): reduce unrealistic job expectations, increase satisfaction, commitment, lower turnover.

Question 8

Assessment Centers

Answer 8

Assessment Centers

1. managerial-level personnel for promotions or training/personal development
2. evaluated by a team on a number of dimensions and a variety of techniques.
3. use situational tests (work samples).
   
   1. In-Basket test
   2. Leaderless group discussion