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