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Learning Outcomes
1. Discuss Substantive Assessment
Method
2. Contingent Assessment Methods
3. Develop Selection Plan based on
the SAM & DAM
Substantive Assessment
Method
First stage-determining who
among the people that meet
the minimum requirement for
the job has the prospect of
becoming high performers
SAM is developed using the
logic of predictors whereby the
predictors normally used are;
Predictors
Types of Reliability
Inter-rater reliability is a measure of
reliability used to assess the degree to which
different judges or raters agree in their
assessment decisions. Inter-rater reliability is
useful because human observers will not
necessarily interpret answers the same way;
raters may disagree as to how well certain
responses or material demonstrate knowledge
of the construct or skill being assessed
Types of Reliability
Internal consistency reliability is a
measure of reliability used to evaluate the
degree to which different test items that probe
the same construct produce similar results
Types of Validity
Face Validity ascertains that the measure
appears to be assessing the intended
construct under study. (Obesity should be
assess by the kilograms per height implied on
a patience not how he looks or how he feels)
Construct Validity is used to ensure that the
measure is actually measure what it is
intended to measure (i.e. the construct), and
not other variables (should be verified by a
panel of experts)
Surveys
Personal Characteristics Inventory
(PCI)
NEO Personality Inventory
Hogan Personality Inventory (HPI)
Administration options
Paper-and-pencil
Phone Interviews
Online forms
Conscientiousness
I can always be counted on to
get the job done.
I am a very persistent worker.
I almost always plan things in
advance of work.
Extraversion
Meeting new people is
enjoyable to me.
I like to stir up excitement if
things get boring.
I am a take-charge type of
person.
Agreeableness
I like to help others who are down on their
luck.
I usually see the good side of people.
I forgive others easily.
Emotional Stability
I can become annoyed at people quite
easily (reverse-scored).
At times I dont care about much of
anything (reverse-scored).
My feelings tend to be easily hurt (reversescored).
Openness to Experience
I like to work with difficult concepts and
ideas.
I enjoy trying new and different things.
I tend to enjoy art, music, or literature.
Trivial validities
Correlations for any individual trait with
job performance are typically low (around
r=.23)
However, when all traits are used
simultaneously, correlations are higher
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
Negative applicant reactions
Applicants, in general, believe
personality tests are less valid predictors
of job performance
9-12
Emotional Intelligence
Two types
Assess knowledge of duties
involved in a particular job (i.e.,
test the knowledge level)
Level of experience with, and
knowledge about, critical job tasks
and tools necessary to perform a
job (i.e., test the amount of
experience with the knowledge
areas)
Evaluation
Validity can be as much as .45
Higher validities found for complex
jobs
Integrity Tests
Example:
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?
Drug Testing
Medical Exams
Class Activity
Sales Executives
Human Resource Executives
Fireman
Ambassadors
CEO
Car Wash Attendant
Accounts Manager