Selection Flashcards
Selection
Process of choosing the individual best suited for a position from a group of applicants
Selection Goals
- Accurate Prediction
- Positive Applicant Reactions
- No adverse impact
- Low costs
Reliability
Provide stable, consistent, and repeatable results
Validity
Enable accurate inferences to be drawn
Test Validation Approaches
- Criterion-related validity
- Content validity
Criterion-related validity
Comparing scores on selection method to criteria like job performance, retention, etc.
Concurrent Validity
Comparing a measurement with a measure that is already known to be valid
Predictive Validity
The extent to which a score on a scale or test predicts scores on some criterion measure
Selection Tests
- Reliable and accurate
- Low cost
Interviews
- Can be reliable and accurate means of selecting qualified candidates
- Moderately high costs
- Everyone expects to be interviewed
Cognitive Ability Tests
- High validity
- Universal predictor
- Cheap
- Smarter people tend to be better workers
Personality Tests
- Self-reported measures of traits,
temperaments, or dispositions - Low validity
- No adverse impact
Job-Knowledge tests
- Low to mod validity
- low to mod adverse impact
- positive applicant reactions if relation to job is clear
Work Sample
- Performs a set of tasks representative of the job
- Mod to high validity, low adverse impact, and positive applicant reactions
- Expensive
Situational Judgment Tests
- Given hypothetical questions and asked to choose course of action
- Mod validity
Structured Interviews
- Same questions
- Questions based on job analysis
- Detailed notes
- Trained Interviewers
Unstructured Interviews
- Unplanned
- Questions based on interviewer hunches
- Subjective questions
- Interview forms opinions quickly
- Untrained Interviewer
Two Types of Structured Interviews
Situational: Assesses applicants’ ability to project their behavior to future situations
Experience-based: Assesses past behaviors linked to prospective job performance
Methods of Interviewin
- One-on-One Interview
- Group Interview
- Board Interview
- Sequential (multiple interviews)
- Video Interview
Interviewer Errors
- Stereotyping Bias
- Halo Bias
- Negative Emphasis (horn error)
- Contrast bias
- Premature judgment bias
Halo Bias
Occurs when interviewer has a positive impression of an applicant that it influences them
Negative Emphasis
Overweighing negative information that it’s more informative
Contrast Bias
When one average applicant looks good because past applicants were terrible
Premature judgment bias
Interviewer makes judgment about candidates in the first few minutes of interview
Balancing Act
Some standards used in background investigation have the potential to violate equal employment opportunity and affirmative action laws
