Testing, Selecting, and Placing Employees

Week 5

Types of Selection Devices (for predicting job performance)

Cognitive ability (i.e., intelligence) Application blanks/Biodata Background/reference checks Motor/physical/sensory tests Personality Honesty/Integrity Interviews Assessment Centers

Reliability and Validity

Reliability (consistency)
The ability of a measure to produce the same or highly similar results on repeated administrations

Validity
The extent to which a measure measures what you intended it to measure

Relationship b/w reliability and validity

???

Selection Devices
Cognitive ability (i.e., intelligence) Application blanks/Bio data Background/reference checks Motor/physical/sensory tests Personality Honesty/Integrity Interviews Assessment Centers

Methods vs. KSAOs Initial screening vs. later stages Multiple hurdle vs. compensatory approach Standardization
Importance of having the same info across applicants

Cognitive Ability (Intelligence)

Single best predictor of job performance! However, likely to lead to adverse impact
Thus, controversial

Can you be too smart for a job? Role of job complexity

Background/Reference Checks
Employer bind
Defamation vs. Negligence

Suggestions for improvement

Use list of references to ask for other references Require LARGE # (e.g., >10) of references Make as structured as possible

Personality
Five Factor Model (Big 5)
Extraversion Agreeableness Conscientiousness Neuroticism Openness to Experience

Fairly predictive of performance

But varies by jobs Conscientiousness most consistent across jobs

Graphology

Honesty/Integrity Tests
Polygraph
Severely restricted by law (EE Polygraph Protection Act)

Overt integrity tests

Attitudes toward theft and dishonesty Admissions of theft and illegal activity

Covert (personality-based) tests

Antisocial behavior (hostility towards authority, impulsiveness, social insensitivity, feelings of alienation)

Both types of integrity tests are fairly good predictors of performance and counterproductivity

Common Factors Affecting Interview Validity

Halo 1st Impression Similar-to-Me Effect Contrast Effect Stereotypes Unfavorable Information Last Impression Structure

Assessment Centers
Typical AC Exercises
In-basket, leaderless group discussion, business games, projective tests, presentation, interview, role playing, case analysis Should be based on job analysis!

Typical AC Dimensions
Leadership, communication skills, decisionmaking skills, administrative skills, interpersonal skills, organizing and planning

Should be based on job analysis! Use of multiple trained assessors crucial

Advantages to Assessment Centers

Developmental assessment Good validity for predicting performance Tend to have no adverse impact Positive reactions Experience in AC itself builds skills But
Expensive! (Weak construct validity)