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Test 3: Employee Selection: Overview and External Techniques
Terms in this set (40)
What 2 things have the most general validity? Why?
Cognitive ability and conscientiousness
Bc they influence performance through the ability to problem solve
Initial Selection/Assessment Methods
Allow the collection of info in a standardized manner
Good source of info about experience and skills
Information sought for application blanks should be ___________ and ___________
historical and verifiable
What should be avoided for application blanks?
direct and indirect questions about protected classifications
Application Blanks must screen questions in terms of _____ and _____ requirements
ADA and EEO
What are the 2 types of application blanks?
Weighted application blanks
Biographical Data questionnaires (BioData)
Weighted Application Blanks
-Developed empirically to give weight to information according to its ability to predict job performance or other job-related criterion
-Typically legal and valid
-Look for disparate impact in assignment of weights
Biographical Data Questionaires (BioData)
-Developed empirically (based on data and stats)
-More subjective than items on apps, usually longer
-People are willing to describe their behaviors
T or F: BioData has criterion-related validity
General BioData Development asks questions about _______, _________, and __________
Asks questions about habits, experiences, interests (now and in the past)
Ex. About how many fiction books have you read in the past year?
Ex. Which of the following hobbies do you enjoy?
BioData develop potential items based on what 2 things?
Life history essays
BioData Scoring is based on what?
Scored based on their correlation with a criterion
Validation and Development of the Key (Develop on a sample; Cross validate on a hold-out sample)
Ensures Statistical Validity (Criterion-related; Can validate against different/multiple criteria; Validity in the range of .2-.5 or higher)
Why is BioData not used very often? (2)
Must be empirically keyed, requiring a large number of subjects (employees and applicants)
Applicable only when large numbers of individuals will be performing the same or similar jobs
Criticisms of BioData (4)
Atheoretical - not necessary for a logical link between questions and job requirements
Potential lack of face validity
Faking is a potential
Scoring key may not transfer to other situations
Provide richer info about applicant
Negative info opens reference giver to legal liability (Defamation)
References are subject to legal challenge
Must evaluate legal consequences of not obtaining references (negligent hiring)
All statements for referenced checks should be based on what?
Documented Verifiable Behaviors
What are the issues with reference checks
Different info is obtained for different applicants
Reference providers tend to provide similar info in their references for different individuals
You don't know that the person giving the reference is reliable or if they even know the applicant well
When are references likely to be more valid? (3)
If the reference giver had ample opportunity to observe the applicant on the job
If old and new jobs are similar
If the applicant and reference giver are of the same race and sex
Why are reference providers more guarded in the info they provide?
Allow applicant to tailor information to own skills and experience
Difficult to evaluate since they do not contain information in a standardized form
Employee Testing Types (7)
Ability tests (General mental ability, Specific aspects of mental ability, Physical and psychomotor abilities)
Job Knowledge tests
Personality tests (Usually measures of the "Big 5")
Integrity tests (Based on personality or BioData)
Work sample and Performance tests
Medical and Drug tests
Ability Tests (3 Types)
General Mental Ability: a general measure of cognitive ability
Specific Mental Abilities: verbal ability, arithmetic reasoning, form perception
Physical Ability: manual dexterity, spatial relatioins, psychomotor ability
General Mental/Cognitive Ability
Thinking, perception, memory, reasoning, verbal, mathematical, expression of ideas
Ex. Wonderlic Personnel test
Valid for most jobs --> r>.5
Big 5 Personality Traits
Openness to Experience
Personality Measurement (4 Types)
Paper and Pencil Self Report
What are some concerns in personality testing? (4)
possible invasion of privacy (Ex. I am very strongly attracted to members of my own sex)
possible ADA implications (Ex. if deemed a medical exam, it is illegal to use as a preemployment screening device)
Possible disparate impact/treatment (Ex. Would you like to be a church worker?)
T or F: Most personality measures are relatively reliable
T or F: Some personality traits show validity across jobs
T or F: Jobs with technical expertise requirements are a weaker situation
Integrity Test Examples
Did you ever think about doing something that if you had done it, would have been a crime?
Have you ever overcharged someone for your personal gain?
Integrity is treated as an aspect of _____________
What do Integrity Test Questions usually focus on? (5)
Risk taking behavior
In general, integrity tests are ___________ predictors of counterproductive behaviors
Do integrity tests have adverse impact?
Are integrity tests correlated with intelligence?
Work Sample/Performance Tests (ex)
Require employee to do some aspect of the job (Ex. actually drive a car or use a calculator)
Expensive to develop
For work sample/performance tests validity depends on the extent to which the work sample is ___________ and/or ________________________ of the job
The extent to which the work sample is REPRESENTATIVE and/or FOCUS ON KEY COMPONENTS of the job
When should medical exams be performed?
should only be performed after an offer has been made
Physicals and medical tests may lead to what?
THIS SET IS OFTEN IN FOLDERS WITH...
Test 2: Sourcing & Recruitment
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