2 - Selection Methods

Question 1

different criteria to evaluate selection methods

Answer 1

reliability
validity
utility
legality

Question 2

reliability

Answer 2

consistency of measurement across time and judges

• zero reliability (80kg, 100kg, 45kg)
• perfect reliability (same IQ score every time)
• perfect inter-judge reliability (agreement across all judges)

Question 3

validity

Answer 3

extent to which the technique measures the intended KSAOs

• content validity
• criterion-related validity

Question 4

content validity v criterion-related validity

Answer 4

content validity: reflect job content

criterion-related reflect job performance

Question 5

content validity

Answer 5

degree to which the content of the selection method is representative of job content (ex: typing speed)

Question 6

criterion-related validity

Answer 6

how well performance on selection method predicts actual job performance

• predictive validity - if scores correlate w/ future job performance
• concurrent validity - scores are related to job performance level (measured at the same time)

Question 7

relationship b/w reliability vs validity

Answer 7

tests that are not reliable cannot be valid

tests that are reliable may not be valid

Question 8

utility

Answer 8

practical economic value of the selection method

depends on:
- validity
- cost
- variability of job performance
- selection ratio

Question 9

legality

Answer 9

EU anti-discrimination law

• prohibition to discriminate on grounds of: sex, race, colour, ethnicity, sexual orientation…etc

Question 10

types of selection methods

Answer 10

cognitive ability tests
personality inventories (big five + MBTI + dark triad)
integrity tests
interviews
work samples
references + letters of recommendation
physical ability tests
language proficiency tests
drug tests
assessment centres

Question 11

personality: big five personality inventory

Answer 11

conscientiousness
agreeableness
neuroticism
openness to new experiences
extraversion

Question 12

personality: MBTI

Answer 12

are people thinkers or feelers?

• predicitive validity = mixed + inconsistent

Question 13

integrity tests

Answer 13

overt - theft, drug usage…
(ex: reid report)

personality-oriented - dependability, conscientiousness…etc
(ex: personnel reaction blank)

Question 14

selection biases + errors

Answer 14

perceptual errors (decoy effect)
social desirability
social perception errors

Question 15

social perception errors

Answer 15

fundamental attribution error
halo effect
horns effect
similarity/liking

Question 16

dark triad: aspects

Answer 16

narcissism
machiavellianism
psychopathy