Topic 5 Flashcards
Employee selection
process of gathering information about job applicants in order to determine who should be hired for an available position
benefits of new employee orientation and socialization.
helps the new employees gain a feeling of belonging and familiarity with the organization’s culture and climate, with much less chance of their ever feeling isolated or uncomfortable
more likely to be job-related, and therefore, more effective and more likely to satisfy legal considerations.
What are the benefits of developing selection devices (tests) on the basis of a job analysis?
criterion
a behavior associated with a successful job-holder
“ultimate criterion” vs “actual criterion?”
ultimate criterion is a theoretical construct or abstract idea that can never actually be measured; includes the measurable factors that constitute a successful person
reliability
the consistency or stability of a selection instrument (i.e., a predictor or criterion). This means that the instrument used, be it the results of a written test or impressions obtained during an interview, should yield the same estimate on repeated uses under identical conditions
reliable selection process
employees are more likely to succeed in their jobs. In turn, if employees are successful in their jobs, the organization experiences less employee turnover, increased loyalty, and a positive work environment
Validity
how accurately and precisely a measure assesses an attribute
benefits of validity on selection tests
that future job performance is perfectly predictable from a job applicant’s score on a selection test.
The result of poor validity of selection test
it would be impossible to predict on the basis of the test scores whether one job applicant would be a better performer than some other.
empirical validity
how much a predictor relates to a criterion (some measure of job success); passing a welding test; strong grades in an hr class
Describe content validity and provide an example.
it estimates the relevance of a predictor as an indicator of performance, without collecting actual performance information. Measures KSA’s need to perform job duties; typing test
construct validity
requires demonstrating that a relationship exists between a selection procedure and a psychological trait or measure;
Application blanks
seeks information about the applicant’s background and current situation
Reference Checks
assume that performance in the past is a valid predictor of future performance
Interviewing
useful for gathering factual background information about candidates, they are not great for making assessments because they are so subjective
Background Checks
may include reference verification, criminal history, credit history (including bankruptcies), legal status, driving records, drug tests, military records, and employment records.
“What does research teach us about the effectiveness of orientation and socialization?
Providing the individual with the information they need to fit into the organization
content validity
When employers use a selection test that measures a specific skill on the job description, the test likely has _______________.
construct validity
A company’s HR department gives all candidates for positions at the Senior Manager and above a personality assessment. When choosing the assessment, they need to ensure it has ____________.
empirical validity
Daphne Cosmetics, LLC uses the industry-leading video assessment to screen potential salespersons. The test has been utilized for 10 years and predicts success on the job. This assessment could be described as having _______________.
reliability
Dunham’s Blind Factory, a start-up company, has decided to assess eye-hand coordination in their selection process. The HR Manager crafts a script for the instructions to be given. This action will increase the assessment’s _________.
reference checks
___________allows us to gather information from other people’s perspective on the candidate.
applications
______________are an effective method for gathering a large amount of applicant biographical information for relatively little cost.
orientation
__________ will help reduce turnover and increase productivity among the new employees.
job analysis
The process for gathering information on the tasks, processes and functions that make up a position, that is then used to identify selection methods, is called _________.
job specifications
The KSA’s necessary for the successful performance of the essential functions of a position is called ____________________
background checks
Types of screening prior to job offer that assist in confirming information, such as drug tests, motor vehicle reports and credit reports are called _________.
