I/O testing

Disadvantages of unstructured interviews

- not standardized, decisions are subjective - interviewer cues can influence responses - may ask illegal / inappropriate questions - lower reliability and validity - decisions may be influenced by relevant factors -messy way to go when discerning interviews

disadvantages of biodata

- often requires large number of employees to develop - key decays over time, have to periodically rekey - low face validity, invasion of privacy - lack of past experience can be a problem

personality integrity tests

- measures personality traits associated with integrity, dependability and conscientiousness (hogan assessments) (personnel decisions international) - moderate validity (r = .27)

utility and personnel testing

- most expensive is work samples - least expensive is paper and pencil standardized tests

unstructured interviews

- necessary qualifications are not explicity stated- interviewer asks different candidates different questions - assess the applicant however they want (ask what you think is job relevant) Advantages: interactive, employers can sell the job and candidates can sell themselves

other ability tests

lots of tests of a variety of abilities - Bennett Mechanical Comprehension test: test of mechanical abilities - Wonderlic : test of basic verbal and math skills - HAY aptitude: test of speed and accuracy with alphanumeric data - validity is typically good for these tests if the tested ability is job relevant -there are examples of subtests that are linked to certain jobs

Biodata

- asks about educational, employment, and life experiences - most consistently valid predictor of job performance- empirical: good emplyees choose one answer on a question - we don't know why it works, but it usually has high validity and low adverse impact - no theory before gathering data but can devise explanation in retrospect - let the data drive what is right and wrong - empirical is better than theoretical

disadvantages of cognitive ability tests

- biggest problem is adverse impact- low face validity - not indicative of other performance factors (ex: tenure) - adverse impact -- differential validity: predict different things for different groups, recent studies show different validity was hidden bc of small sample sizes - managers do not like to take intelligence tests - limited in scope as to what it predicts -SRT (seattle reasoning test) is a new approach to measure cognitive ability, good construct validity -- lowers racial differences, created by Harold!

least adverse impact

- biodata - personality - integrity tests - work samples - some interviews

reference checks

- check the references before making job offer (include applicants former supervisor) - moderate validity (.26) - do thorough reference checks to reduce lawsuits for negligent hiring

types of personality / interest inventories

- clinical personality inventories (MMPI - dysfunction) - preference / interest inventories (Myers-Briggs) - Big 5 measures -- test of normal personality -- correlated with job performance -- Neuroticism, extraversion, agreeableness, conscientiousness, and opennesss to experience - job related personality test (Hogan Personality Inventory)

Minnesota Multiphasic Personality Inventory (MMPI)

- designed to diagnose mental health issues - controversial to use for selection purposes --- validity for selection purposes is hard to summarize - first attempted personality test used for selection in the 60s

structured interviews

- developed from job analysis -- ask questions based on things that are jobrelelvant - standardized quesitons to tap important job dimensions -evaluate in a standardized way (less subjective)

Honesty and Integrity Tests

- employee polygraph act (1988) prohibits the use of polygraph tests on employees or applicants - replaced by paper and pencil integrity tests (overt integrity tests, personality oriented integrity tests)

dimensions of cognitive ability tests

- fluid intelligence -crystallized intelligence - general memory and learning - visual processing - auditory processing - retrieval ability - processing speed- decision speed - quantitative knowledge

simulation advantages

- job relevant - good validity - facevalid - can generate developmental feedback - less adverse impact than other tests

overt integrity tests

- measures attitudes about dishonest behavior (ex: everyone will steal if they have the chance) - good validity (r = .55) - incredibly low adverse impact against minorities and women

advantages of bio data

- reliable so no cieling on validity - less adverse impact than cognitive ability tests (although some items can have AI) - paper - and pencil format easy to administer - difficult to fake

work samples/ simulation

- simulation of key job activities - more common for advanced jobs (manager) although can be used for other jobs - recreate pieces of the job -- candidates display the behaviors of respective competencies - HIGHEST VALIDITY - low adverse impact - costly (high utility)

types of structured interviews

- situational (future oriented) -- how they would handle a certain situation - behavior (post behavior) -- things that happened that relate to competencies, good validity (.5), low adverse impact, problems with utility ($$$$$) - can mix questions together

cognitive ability tests

- started in late 1800s, early 1900s - first test that got used in work setting/ personnel selection - World War eras, cognitive ability used to determine military roles - assess abilities, aptitudes, knowledge, or intelligence - many facets (Carroll's factor analysis) that can be matched to certain jobs -others believe in g (general intelligence) --- everything connects to make up g --- g predicts performance on the job better than specialized tests****

issues concerning interviews

- structured is better than unstructured (higher validity, higher reliability, less risk of litigation) - mistakes: snap judgments, biases, not knowing the job)- steps for a more effective interview (plan, agenda, establish rapport, close effectively, review / rate immediately)

personality and interest tests

- theoreticallyt here is no wrong or right anwer - look for pattern of responses that might indicate suitability for a particular job - questions about preferences, opinions, attitudes - what kind of personality characteristics matter for a certain job

trainability tests

- used for semi-skilled jobs when the applicant is not expected to know the skills involved in the job -- applicant instructed how to perform tasks -- performs tasks once or twice with coaching ---performs tasks without coaching (observed and evaluated for errors) - moderate validity

Myers - Briggs Type Indicator

- validity: poor for selection purposes - Big 5 is related to Myers- Briggs

tests with strongest validity

- work samples - cognitive ability - structured interviews

BIG 5

Openness: curious, imaginative, variety of experiences Conscientiousness:prudent, organized, thoughtful Extraversion: sociable, outgoing Agreeableness: cooperative, sympathetic, kind Neuroticism: easy to anger, anxiety, depression (sometimes reverse scores for calm, tolerant, not stressed) ***conscientiousness had the biggest correlation with job performance across the board

advantages of cognitive ability tests

RELIABILITY DOES NOT MEAN VALIDITY - high reliability - high validity (.51) (therefore, high utility) - pencil and paper format -- standardized -- administer simultaneously -- quickly and objectively scored -- inexpensive to develop and administer -- alternate forms are east to develop --** above all true for biodata and personality tests (these have less adverse impact)