ch 9 recruit
perception, memory, reasoning, verbal, math, expression
Cognitive: perception, memory, reasoning, verbal, math, expression
purposeful, determined, dependable, and attentive to detail
Conscientiousness-purposeful, determined, dependable, and attentive to detail
Constructing a Structured Interview
Consult job requirements matrix Develop the selection plan Ex. 9.10: Partial Selection Plan for Job of Retail Store Sales Associate Develop structured interview plan Ex. 9.11: Structured Interview Questions, Benchmark Responses, Rating Scale, and Question Weights Select and train interviewers Evaluate effectiveness
Contingent Assessment Methods "We offer you this job contingent upon ...." TRUE OR FALSE Contingent methods not always used
Contingent Assessment Methods We offer you this job contingent upon ...." TRUE Contingent methods not always used Depends on nature of job and legal mandates
Criticisms of Personality Tests Applicants, in general, believe personality tests are less valid predictors of job performance
Criticisms of Personality Tests Negative applicant reactions Applicants, in general, believe personality tests are less valid predictors of job performan
Criticisms of Personality Tests Individuals answer in a dishonest way However, tests still have some validity, and it may be that being able to "act" conscientiously may be related to real job performance
Criticisms of Personality Tests Faking Individuals answer in a dishonest way However, tests still have some validity, and it may be that being able to "act" conscientiously may be related to real job performance
Criticisms of Personality Tests Correlations for any individual trait with job performance are typically low However, when all traits are used simultaneously, correlations are higher
Criticisms of Personality Tests Trivial Validities Correlations for any individual trait with job performance are typically low However, when all traits are used simultaneously, correlations are higher
Drug Testing The average drug user was ___________ times more likely to be involved in an accident received __________times the average level of sick benefits was _________times more likely to file a workers' compensation claim missed _________________ times as many work days as nonusers 31% of all fatal truck accidents were due to alcohol or drugs
Drug Testing The average drug user was 3.6 times more likely to be involved in an accident received 3 times the average level of sick benefits was 5 times more likely to file a workers' compensation claim missed 10 times as many work days as nonusers 31% of all fatal truck accidents were due to alcohol or drugs
Drug testing is permitted to detect illegal drug use and discipline/termination if found is OK
Drug testing is permitted to detect __________________and discipline/termination if found is OK
Good at making use of or managing this awareness
Emotion regulation: Good at making use of or managing this awareness
The ability to monitor one's own and others' feelings, to discriminate among them, and to use this information to g
Emotional Intelligence The ability to monitor one's own and others' feelings, to discriminate among them, and to use this information to guide one's thinking and action
Unlikely to predict job performance directly May help assess person-organization fit & subsequent job satisfaction, commitment & turnover
Evaluation Unlikely to predict job performance directly May help assess person-organization fit & subsequent job satisfaction, commitment & turnover
Evaluation of Cognitive Ability Tests Research findings A simple explanation for validity: those with higher ______________ acquire and use greater knowledge
Evaluation of Cognitive Ability Tests Research findings A simple explanation for validity: those with higher cognitive ability acquire and use greater knowledge
Evaluation of Cognitive Ability Tests Research findings Can produce ________________ for organizations and provide ______________________
Evaluation of Cognitive Ability Tests Research findings Can produce large economic gains for organizations and provide major competitive advantage
Evaluation of Cognitive Ability Tests Research findings Among the most valid methods of selection Often generalizes across
Evaluation of Cognitive Ability Tests Research findings Often generalizes across organizations, job types, and types of applicants
Evaluation of Cognitive Ability Tests Research findings Validity is particularly low or high for jobs of medium and high complexity but also exists for
Evaluation of Cognitive Ability Tests Research findings Validity is particularly high for jobs of medium and high complexity but also exists for simple jobs
Assess past behaviors that are linked to prospective job. Assumes past performance will predict future performance
Experience-based - Assess past behaviors that are linked to prospective job. Assumes past performance will predict future performance
TRUE OR FALSE Drug testing has increasesd in recent years because so few people test positive
FALSE Drug testing has decreased in recent years because so few people test positive
Factors other than KSAOs are evaluated
Factors other than KSAOs are evaluated Assess person/organization match Assess motivation level Assess people on relevant organizational citizenship behaviors
Features of an effective drug testing program Ask applicants for their ------------, and inform them of test results
Features of an effective drug testing program Ask applicants for their consent, and inform them of test results
Features of an effective drug testing program Emphasize drug testing in
Features of an effective drug testing program Emphasize drug testing in safety-sensitive jobs
Features of an effective drug testing program Ensure that proper procedures are followed to maintain the applicant's
Features of an effective drug testing program Ensure that proper procedures are follow
Features of an effective drug testing program Review the program and validate the results against relevant criteria (accidents, absenteeism, turnover, job performance); conduct a
Features of an effective drug testing program Review the program and validate the results against relevant criteria (accidents, absenteeism, turnover, job performance); conduct a cost-benefit analysis
Features of an effective drug testing program Use only_______________, and ensure that strict chain of custody is maintained.
Features of an effective drug testing program Use only reputable testing laboratories, and ensure that strict chain of custody is maintained.
Features of an effective drug testing program Use _______________to validate positive samples from the initial screening test
Features of an effective drug testing program Use retesting to validate positive samples from the initial screening test
Four classes of ability tests
Four classes of ability test Cognitive Psychomotor Physical Sensory/perceptual
Integrity Tests Two types (Exhibit 9.8)
Integrity Tests Two types (Exhibit 9.8) Clear purpose / overt Do you think most people would cheat if they thought they could get away with it? Do you believe a person has a right to steal from an employer if he or she is unfairly treated? Personality-based/veiled purpose Personality-based/veiled purpose Would you rather go to a party than read a newspaper? How often do you blush?
Integrity Test Especially good at predicting counterproductive performance, like negative work behaviors Generally good at predicting job performance, although there is some controversy regarding this issue
Integrity test Validity can be useful Especially good at predicting counterproductive performance, like negative work behaviors Generally good at predicting job performance, although there is some
Assess activities individuals prefer to do on & off the job; do not attempt to assess ability to do these Not often used in selection Can be useful for self-selection into job types Types of tests Strong Vocational Interest Blank (SVIB) Myers-Briggs Type Inventory (MBTI)
Interest, Values, and Preference Inventories Assess activities individuals prefer to do on & off the job; do not attempt to assess ability to do these Not often used in selection Can be useful for self-selection into job types Types of tests Strong Vocational Interest Blank (SVIB) Myers-Briggs Type Inventory (MBTI)
Legal Issues: ADA and Drug Testing Drug testing is permitted to detect illegal drug use and discipline/termination if found is OK
Legal Issues: ADA and Drug Testing Drug testing is permitted to detect illegal drug use and discipline/termination if found is OK
Legal Issues: ADA and Drug Testing Selection under the------------------ Access to job application process Reasonable accommodation to testing Medical examinations Drug testing UGESP
Legal Issues: ADA and Drug Testing Selection under the Americans with Disabilities Act (ADA) Access to job application process Reasonable accommodation to testing Medical examinations Drug testing UGESP
Limitations of Cognitive Ability Tests Applicants' perceptions Reactions to concrete vs. abstract test items
Limitations of Cognitive Ability Tests Applicants' perceptions Reactions to concrete vs. abstract test items
Limitations of Cognitive Ability Tests Concern over adverse impact and -------------
Limitations of Cognitive Ability Tests Concern over adverse impact and fairness of tests
Limitations of Cognitive Ability Tests Equally accurate predictors of job performance for various racial & ethnic groups
Limitations of Cognitive Ability Tests Equally accurate predictors of job performance for various racial & ethnic groups
Limitations of Cognitive Ability Tests True or False? This gap is narrowing somewhat over time Alternative presentation formats (e.g., verbal tests) decrease differences in scores dramatically while producing nearly equivalent scores
Limitations of Cognitive Ability Tests This gap is narrowing somewhat over time TRUE Alternative presentation formats (e.g., verbal tests) decrease differences in scores dramatically while producing nearly equivalent scores
Medical Exams Identifies potential health risks in job candidates Important to ensure medical exams are required only when a
Medical Exams Identifies potential health risks in job candidates Important to ensure medical exams are required only when a compelling reason exists Ensures people with disabilities unrelated to job performance are not screened out
Medical Exams Lack validity as procedures vary by doctor Not always job related Often emphasizes short- rather than long-term health New approach --
Medical Exams Lack validity as procedures vary by doctor Not always job related Often emphasizes short- rather than long-term health New approach --Job-related medical standards
Contingent Assessment Methods Might involve confirmation of
Might involve confirmation of Drug test results Medical exam results
Often very subjective, relying heavily on -------------
Often very subjective, relying heavily on intuition of decision maker
Good at recognizing
Other awareness: Good at recognizing and understanding others' emotions
Measures that assess an individual's capacity to function in a certain way
Overview of Ability Tests Measures that assess an individual's capacity to function in a certain way
Overview of Personality Tests
Overview of Personality Tests
Overview of Personality Tests altruistic, trusting, sympathetic, and cooperative
Overview of Personality Tests Agreeableness-altruistic, trusting, sympathetic, and cooperative
Overview of Personality Tests Big Five factors (Personality Characteristics Inventory etc.)
Overview of Personality Tests Big Five factors (Personality Characteristics Inventory etc.) Emotional Stability Extraversion Openness experience Agreeableness Conscientiousness
Overview of Personality Tests Current role of personality tests e.g., role of Big Five Current role of personality tests e.g., role of Big Five Describe _________________, not emotional or cognitive traits
Overview of Personality Tests Current role of personality tests e.g., role of Big Five Describe behavioral, not emotional or cognitive traits
Overview of Personality Tests calm, optimistic, and well adjusted
Overview of Personality Tests Emotional stability-calm, optimistic, and well adjusted
Overview of Personality Tests -sociable, assertive, active, upbeat, and talkative
Overview of Personality Tests Extraversion-sociable, assertive, active, upbeat, and talkative
Overview of Personality Tests May capture up to _______________ of an individual's personality
Overview of Personality Tests May capture up to 75% of an individual's personality
Overview of Personality Tests -imaginative, attentive to inner feelings, have intellectual curiosity and independence of judgment
Overview of Personality Tests Openness to experience-imaginative, attentive to inner feelings, have intellectual curiosity and independence of judgment
Assess actual performance (e.g., fix a car, teach a class, type a document)
Performance tests and work samples Assess actual performance (e.g., fix a car, teach a class, type a document)
Muscular strength, cardiovascular endurance, and movement quality
Physical abilities tests Muscular strength, cardiovascular endurance, and movement quality
strength, endurance, movement quality
Physical: strength, endurance, movement quality
Reaction time, arm-hand steadiness, control precision, and manual and digit dexterity
Psychomotor ability tests Reaction time, arm-hand steadiness, control precision, and manual and digit dexterity
thought/body movement coordination
Psychomotor: thought/body movement coordination
Scores appear to relfect.......
Scores appear to reflect conscientiousness, agreeableness, and emotional stability
Good at recognizing and understanding one's own emotions
Self-awareness: Good at recognizing and understanding one's own emotions
Ability to detect and recognize environmental stimuli
Sensory/perceptual abilities tests Ability to detect and recognize environmental stimuli
: detection & recognition of stimuli
Sensory/perceptual: detection & recognition of stimuli
Should involve organization's staffing philosophy regarding------------
Should involve organization's staffing philosophy regarding EEO/AA commitments
Place applicants in hypothetical, job-related situations. Applicants are then asked to choose a course of action from several
Situational Judgment Tests Applicants are then asked to choose a course of action from several alternatives
Situational Judgment Tests Capture the validity of work samples and cognitive ability tests in a way that is ____________than work samples and that has less adverse impact than _____________________ tests
Situational Judgment Tests Capture the validity of work samples and cognitive ability tests in a way that is cheaper than work samples and that has less adverse impact than cognitive ability tests
Questions based on job analysis Same questions asked of each candidate Response to each question numerically evaluated Detailed anchored rating scales used to score each response Detailed notes taken, focusing on interviewees' behaviors Higher Validity than unstructured Training interviews improves validity
Structured Interviews Questions based on job analysis Same questions asked of each candidate Response to each question numerically evaluated Detailed anchored rating scales used to score each response Detailed notes taken, focusing on interviewees' behaviors Higher Validity than unstructured Training interviews improves validity
TRUE OR FALSE Emotional Intelligence A review of many studies indicated that, overall, EI correlated poorly with job performance after personality traits were considered
TRUE A review of many studies indicated that, overall, EI correlated poorly with job performance after personality traits were considered Some critics argue that because EI is so closely related to intelligence and personality, once you control for these factors, EI has nothing unique to offer
Two Types of ability test
Two Types of ability test Aptitude Achievement
Relatively unplanned and "quick and dirty" Questions based on interviewer "hunches" or "pet questions" to assess applicants Casual, open-ended, or subjective questions Often contains obtuse questions Often contains highly speculative questions Interviewer often unprepared More potential for discrimination and bias
Unstructured Interviews Relatively unplanned and "quick and dirty" Questions based on interviewer "hunches" or "pet questions" to assess applicants Casual, open-ended, or subjective questions Often contains obtuse questions Often contains highly speculative questions Interviewer often unprepared More potential for discrimination and bias
Discretionary Assessment Methods Used to separate people who receive job offers
Used to separate people who receive job offers
Use of Medial exams is stircktly regulated by.....
use of Medical Exams is stricktly regulated by the ADA
__________________ of organizations use ability tests in selection
15 to 20% of organizations use ability tests in selection
Assess learned capacity to function
Achievement - Assess learned capacity to function
- Assess innate capacity to function
Aptitude - Assess innate capacity to function
Assess applicant's ability to project his / her behaviors to future situations. Assumes the person's goals/intentions will predict future behavior
Assess applicant's ability to project his / her behaviors to future situations. Assumes the person's goals/intentions will predict future behavior
