Selection techniques and desicions
19 important questions on Selection techniques and desicions
What are the criteria for effective selection techniques?
- validity
- cost-effective
- fair
- legally defensible
The more complex the job, the better cognitive ability tests predict performance, what happens when education is added in the equation?
What are the benefits of work samples (applicants perform tasks that replicate actual job tasks) in selection methods?
- good criterion validity
- good face validity
- provide realistic job interviews
- Higher grades + faster learning
- Never study anything twice
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What techniques are used in assessment centers?
- role play
- leaderless group discussion
- panel interview
- work samples
What are 2 benefits of assessment centers and what are 2 negatives?
- test/retest reliability high (0.700
- Good face validity
negatives:
- very expensive
- time consuming
Prior experience as predictor for performance is not that well (0.27), what are some consideration when using prior experience appropriately (as credit)?
- direct application for job
- limited to few years of experience (so up to 3 years, from there on the predictions decline)
What do combination of conscientiousness, emotional stability and agreeableness predict?
Conscientiousness is most strongly associated with positive work performance. How much more does it positively predict work behavior than the other four traits?
Personality test are relatively cheap, easy to administer and have little adverse impact. What are the negatives of personality as selection method?
- validity
- faking
What is test-retest (temporal stability), is part of reliability, what is test-retest about?
What is alternate forms (form stability) about?
What is internal reliability (item reliability about)?
What is scorer reliability (inter-rater reliability) about?
Part of criterion validity (is test score related to some measure of job performance) is concurrent validity and predictive validity, what do they mean?
predictive validity: test given to a group of applicants, scores are then compared to a measure of future performance
What 5 selection devices have the most utility to improve the quality of a personnel system?
- Work sample test 14.5%
- Peer ratings 12%
- employment interviews (structured) 12%
- Job knowledge tests 11.5%
What four ways are used to determine the usefulness (utility) of a selection device?
- Proportion of correct decisions: compares percentage of times a selection decision was accurate with the percentage of successful employees
- Lawshe tables: provides probability of succes for a particular applicant
- Brogden-Cronbach-Gleser Utility formula: provides estimate of Money saved when testing method is adopted
To determine the fairness of a test, it is important to look for measurement bias and predictive bias. What do they mean?
- Predictive bias: situation in which the predicted level of job success favors one group over another
What is unadjusted top-down selection?
What is meant by 'banding' within selection methods and decisions and fairness?
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