Selection Flashcards
What does validity mean? reliability?
validity = reasonably good predictor of what trying to predict, measures what it purports to measure (in job, test is good indicator of genuine success in the position)
reliability = results dont change, technique gives consistent results over time and no matter who adminstrates it (interview evaluation system gives same conclusions with different interviewers)
What happened in the Griggs v Duke Power case?
DP required that jobs above manual labour had HS diploma or pass wonderlic intelligence test. However, results showed that african american candidates failed these requirements at a wayyy lower rate (no 4/5ths rule met). couldnt prove that these were BFORs!
What is predictive validity?
shows how much a test accurately predicts future performance
- can either check concurrent validation by measure now and see if it matches up later OR compare one group now to another group now but in the later state
What is content validity? how test for jobs?
the extent to which a test accurately represents the tasks, etc. that the test intends to measure
for jobs:
get them to do a task that they would typically do in the job (ex: do a typing test)
waht is construct validity? How test for jobs?
the extend to which a test/measure is consistent with the theoretical hypotheses and how well scores indicate the theoretical construct
jobs:
test specific abilities that have been determined to be important for the job (as opposed to exact tasks) Ex: manual dexterity test for mechanic (vs content validity would be test their oil change skills)
What are acceptable validity coefficients?
greater than 35% = very beneficial test!
0.21-0.35 = pretty darn useful still
0.11-0.2 = validity depends on sample size, not ideal
less than 0.11 = unlikely to be useful
***only matter if valid for all groups
Which ways can you test reliability? What are acceptable coefficients?
1) test + retest (issue = ppl learn)
2) split halves = 2 equal parts of one test, compare
coefficients: graeter than 0.9 = awesome 0.8-0.9 = good 0.7-0.8 = adequate under 0.7 = limited applicability
What is a general issue with interviewing if not structured, etc?
may end up hiring the person whos most charismatic, best at interviews rather than whos most qualified
What are 10 interviewer errors?
- Premature Judgment (use rest of interview to confirm choice - confirmation bias)
- Appearance of Candidate (pretty privilege!)
- Focus on Negative information
- Similarity Effect
- Contrast Effect
- Halo/Horns Effect
- Poor Recall (most people cant remember every detail)
- Stereotyping (make assumption about certain group)
- Order of Interview (recency effect means last interviewed are freshest in mind, ones interviewed first set standard for contrast effect, middles just get forgotten)
- Poor questions
What are some ways the interview process should be improved?
- panel interview (diverse opinions, reliability)
- job related questions gleaned from job analysis!!!
- structured + standardized questions + rating system
- limit access to other info (should have reviewed resume already)
- system to record responses
- rate immediately after interview
- set sufficient time for interview (not too long either bc mental fatigue)
- check references right after interview (confirm what was said)
- dont lead questinos
What are the types of interview questions?
1) Biographical Facts & Credentials (not the most useful)
2) Technical Knowledge
3) Experience/Activity descriptions
4) Self Evaluative Information: (easy to lie lol)
a. Likes & Dislikes
b. Strengths and Weaknesses
c. Goals, Attitudes, Philosophy
d. Speculative Statements
5) Situational Questions (scenario, what would you do)
6) Behavior Description Questions (what did you do) = best predictor of future behaviour is pas behaviour!
What are some tests that can be administered for job evaluation?
- emotional intelligence
- work interest test
- honesty/integrity test
- personality test
- cognitive ability
- work sample
- job try out / probation
- graphology
- genetic / DNA testing
- drug + alcohol testing
What is an emotional intelligence test?
= check for self control, perseverance, ability to self-motivate, ability to read/understand others
supposedly good indicator of job performance
correlation from study of 0.24-0.3
What is a work interest test?
= test just how interested you are in certain aspects of work - so if used in selection, assumes that liking something means good at it – so better for career counseling probably
What is an honesty/integrity test?
= supposedly test how honest someone is
- lots more people fail than pass
- not sure how much it actually tells you
- ‘do the majority of people think about stealing from their employer?’ –> not great indicator, people can just be pessimists but this doesn’t exactly indicate honesty
