Psychological inventory that identifies individuals
1) Steps in Selection
Process
·
Screening applications
and resumes, testing and reviewing work samples, interviewing candidates,
checking references and background, then make a selection.
- Reliability
·
Measurement free of
random error generating reliable consistent results
- Validity
·
: Extent to which
performance on a measure (test) is related to what the measure is designed to
assess (job performance).
Content Validity
·
Consistency between
the test items or problems and the kinds of situations or problems that occur
on the job
Criterion-Related:
·
A measure of validity
based on showing a substantial correlation between test scores and job
performance
Predictive Validation
·
Research that uses the
test scores of all applicants and looks for a relationship between the scores
and future performance
Concurrent Validation
administering a test to people who currently hold a job, then
comparing their scores to existing measures of job performance
- Utility
·
The extent to which
something provides economic value greater than its cost.
- Generalizable
·
Valid in other
contexts beyond the context in which the selection method was developed.
- Aptitude test
·
Assess how well a
person can learn or acquire skills and abilities. Best know is the General Aptitude
Test Battery (GATB)
- Achievement test
·
Measure a person's
existing knowledge and skills
- Physical Ability
tests
·
Play less of a role;
tend to exclude women and people with disabilities.
- Cognitive Ability
·
: Sometimes called
"intelligence tests" they are designed to measure such mental
abilities as verbal skills, quantitative skills, and reasoning ability.
- Assessment Centers
·
: A wide variety of
specific selection programs that use multiple selection methods to rate
applicants or job incumbents on their management potential.
- Personality
Inventories
·
: Employers also want
to know about a candidate's personality
1.
Extroversion
·
Sociable, gregarious,
assertive, talkative, expressive
2.
Adjustment
·
Emotionally stable, no
depressed, secure, content
3.
Agreeableness
·
Courteous, trusting,
good-natured, tolerant, cooperative, forgiving
4.
Conscientiousness
·
Dependable, organized,
preserving, thorough, achievement-oriented
5. Inquisitiveness
·
: Curious,
imaginative, artistically sensitive, broad-minded, playful
Myers-Briggs Type
Indicator
·
Psychological
inventory that identifies individuals preferences for source of energy, means
of information gathering, way of decision making, and lifestyle providing
information for team building and leadership development.
- Honesty Tests
·
Some companies
investigate personalities more directly through use of honesty tests that ask
applicants directly about their attitudes toward theft and their own
experiences with theft. Results do have some ability to predict such behavior
as theft of employer's property.
4) Performance and
Work Samples
·
To evaluate candidates
for a job the organization may administer tests of the necessary skills.
Sometimes the candidates take tests that involve a sample of work, or they may
show existing samples of their work. Examples include tests of keyboarding
speed and in-basket tests that measure the ability to juggle a variety of
demands, as in a manager's job.
- Nondirective
·
A selection interview
in which the interviewer has great discretion in choosing questions to ask each
candidate.
- Structured
·
A selection interview
that consists of a predetermined set of questions for the interviewer to ask.
- Situational
·
A structured interview
in which the interviewer describes a situation likely to arise on the job, then
asks the candidate what he or she would do in that situation.
- Behavior Description
Interview
·
A structured interview
in which the interviewer asks the candidate to describe how he or she handles a
type of situation in the past.
- Panel Interview
·
Selection interview in
which several members of the organization meet to interview each candidate.
- Multiple Hurdle
Model
·
Process of arriving at
a selection decision by eliminating some candidates at each stage of the
selection process.
- Compensatory Model
·
Process of arriving at
a selection decision in which a very high score on one type of assessment can
make up for a low score on another.
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