Employee Selection - Techniques & Evaluation of Techniques Flashcards by A HL

Selection Techniques

during this type of interview, interviewers ask all interviewees the same questions that may be derived from a job analysis & scored using a standardized scoring key

structured interview

How well did you know this?

Not at all

Perfectly

Evaluation of Selection Techniques

these are used to obtain an estimate of a predictor’s incremental validity for various combinations of criterion-related validity coefficients, base rates, and selection ratios

The Taylor-Russell tables

How well did you know this?

Not at all

Perfectly

Evaluation of Selection Techniques

the following process describes which evalutation technique: when a predictor’s criterion-related validity coefficient is .30 (fairly low), the base rate is .50 (50% of current employees are successful), and the selection ration is .10 (one in every 10 applicants will be hired), these indicate that the addition of a new predictor will result in 71% of hired employees being successful, which means that there will be a 21% increase in successful employees when the new predictor is added to the current selection procedure (71% - 50% = 21%)

Taylor-Russell tables

How well did you know this?

Not at all

Perfectly

Selection Techniques

recent research has found that structured and unstructured interviews have the same average validity coefficiet of ____% and that these interviews are the second most valid predictors of job performance

.58

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of structured interview is based on the assumption that past behavior is the best predictor of future behavior and consists of questions that ask interviewees how they responded to specific job-related situations in the past

behavioral interviews

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of structured interview is future-oriented and consists of questions that ask interviewees how they would respond to hypothetical situations

situational interviews

How well did you know this?

Not at all

Perfectly

Selection Techniques

recent research found that when behavioral & situational interview questions that assessed the same job requirements were asked of the same job applicants, which type of interview was a more valid predictor of job performance? what does this finding suggest?

situational
* intentions are more predictive (than past behaviors) of future behaviors

a more recent meta-analysis found that, when behavioral and situational interview questions were written so they assessed the same job requirements and were asked of the same job applicants situational questions were more valid predictors of job performance than were behavioral questions, suggesting that intentions are more predictive than past behaviors of future behaviors

How well did you know this?

Not at all

Perfectly

Selection Techniques

personality tests used for employee selection often assess the Big Five personality traits - which of these 5 traits has been found to the the best predictor of job performance across different jobs & different performance criteria?

conscientiousness

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of integrity test asks directly about attitudes toward and previous history of dishonesty & theft

overt integrity tests

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of integrity test assesses aspects of personality that have been linked to dishonesty, disciplinary problems, sabotage, and other counterproductive behaviors

personality-based integrity tests

How well did you know this?

Not at all

Perfectly

Selection Techniques

overt integrity tests are better predictors of (job performance/counterproductive behaviors) and personality-based integrity tests are better predictors of (job performance/counterproductive behaviors)

counterproductive behaviors; job performance

How well did you know this?

Not at all

Perfectly

Selection Techniques

combining a general mental ability test with this type of test produced the greatest gain (incremental validity)

integrity test

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of employee selection test requires job applicants to perform on-the-job tasks or activities in realistic conditions

work samples

How well did you know this?

Not at all

Perfectly

Selection Techniques

this selection method is most useful for applicants who do not have previous job experience because they are typically used to determine if inexperienced applicants are likely to benefit from training

traditional work samples

How well did you know this?

Not at all

Perfectly

Selection Techniques

work samples are often included as part of ____, which involves informing job applicants about the positive & negative aspects of the job to reduce the risk for turnover after applicants are hired

realistic job preview (RJP)

How well did you know this?

Not at all

Perfectly

Selection Techniques

these are most often used to evaluate candidates for managerial-level jobs and involve having multiple raters rate candidates on several performance dimensions using multiple methods, which include personality & ability tests, structured interviews, & simulations (work samples)

assessment centers

How well did you know this?

Not at all

Perfectly

Selection Techniques

list 2 types of simulations (work samples)

in-basket exercise & leaderless group discussion

How well did you know this?

Not at all

Perfectly

Selection Techniques

this candidate evaluation method is used to address decision-making skills and requires participants to respond to memos, phone messages, and other communications that are similar to those they would encounter on-the-job

in-basket exercise

How well did you know this?

Not at all

Perfectly

Selection Techniques

this candidate evaluation method is used to evaluate leadership potential of participants and requires a small group of participants to work together without an assigned leader to solve a job-related problem

leaderless discussion group

How well did you know this?

Not at all

Perfectly

Selection Techniques

when items included in a measure of biographical information have been chosen because they predict performance, the measure is referred to as…

biodata form (or just biodata) or as a biographical information blank (BIB)

How well did you know this?

Not at all

Perfectly

Selection Techniques

biodata has been found to be a good predictor of what?

performance for a variety of jobs, ranging from unskilled to managerial- and executive-level jobs

How well did you know this?

Not at all

Perfectly

Selection Techniques

list a disadvantage of biodata (aka BIB)

even though items have been found to be job-related, some may lack face validity (i.e., they don’t “look like” they are asking about attributes or experiences that are related to job performance), so applicants may consider them to be irrelevant to job performance & an invasion of privacy and refuse to answer them

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of method for combining information obtained from multiple predictors is appropriate when a high score on one or more predictors can compensate for a low score on another predictor

compensatory methods

How well did you know this?

Not at all

Perfectly

Selection Techniques

this type of method for combining information obtained from multiple predictors is appropriate when a low score on one predictor cannot be compensated for by a high score on another predictor

noncompensatory methods

How well did you know this?

Not at all

Perfectly

# **Selection Techniques** this compensatory method relies on the subjective judgment of decision makers, who use their familiarity with job requirements to determine if an applicant's predictor scores qualify the applicant for the job

clinical prediction

# **Selection Techniques** list the major disadvantage of clinical prediction methods

it is susceptible to biases and errors

# **Selection Techniques** this is a type of compensatory and statistical method for combining scores and involves assigning a weight to each predictor on the basis of its correlations with the other predictors, all of which are then combined with the criterion to obtain an estimate criterion score

multiple regression

# **Selection Techniques** research has confirmed which compensatory method is more accurate for predicting job performance

multiple regression

# **Selection Techniques** when using this noncompensatory method, all of the predictors are administered to all applicants and applicants must obtain a score that's above the cutoff score on each predictor to be considered for the job

multiple **cutoff**

# **Selection Techniques** when using this noncompensatory method, predictors are administered in a prespecified order and the applicant must obtain a score above the cutoff for the next predictor to be administered

multiple **hurdles**

# **Selection Techniques** these noncompensatory methods can be combined with the compensatory method, multiple regression, by using multiple regression to predict the criterion scores of applicants who score above the cutoff score on all predictors

multiple cutoff & multiple hurdles

delete

# **Employee Selection** this term refers to the degree to which a predictor criterion measure is **unaffected by measurement (random) error** and as a result provides consistent scores

reliability

# **Employee Selection** define **adequate reliability** of a measure

the measure **provides consistent scores** because it is **not substantially affected by sources of error** (e.g., distractions in the testing room, test-takers anxiety, motivation, or fatigue) * sources of error **affect diffierent test-takers in an unpredictable way**

# **Employee Selection** this term refers to the degree to which a predictor or criterion measure **assesses what it was designed to assess**

validity

# **Employee Selection** list 3 types of validity

1) **content** validity 2) **construct** validity 3) **criterion-related** validity

# **Evaluation of Selection Techniques** this type of validity refers to the extent to which a predictor **measures the hypothetical trait it was designed to measure**

**construct** validity

# **Evaluation of Selection Techniques** list the 2 types of tests that require adequate construct validity

IQ & personality tests

# **Evaluation of Selection Techniques** this type of validity refers to the degree to which **scores on the predictor correlate with scores on the criterion** and is evaluated by correlating predictor & criterion scores from individuals in a tryout sample to obtain this **coefficient**, which ranges from -1.0 to +1.0 with coefficients closer to 0 indicating lower validity

criterion-related validity ## Footnote **This coefficient ranges from -1.0 to +1.0 and, the closer it is to 0, the lower the predictor’s criterion-related validity. When an organization’s goal is to use applicants’ scores on a predictor to estimate or predict their scores on the criterion to facilitate hiring decisions, it would be important to assess the predictor’s criterion-related validity.**

# **Evaluation of Selection Techniques** the criterion-related validity coefficient ranges from -1.0 to +1.0 and the closer it is to 0, the (lower/higher) the predictor's criterion-related validity

lower

# **Evaluation of Selection Techniques** when an organization's goal is to use applicants' scores on a predictor to estimate or predict their scores on the criterion to facilitate hiring decisions, it would be important to assess which type of validity for the predictor

**criterion-related** validity

delete

# **Evaluation of Selection Techniques** this causes adverse impact & occurs when a selection test or other employment procedure has substantially different validity coefficients for members of different groups * e.g., criterion-related validity coefficient is .70 for men & .20 * for women

differential validity

# **Employee Selection** list a disadvantage of biographical information tests

questions **lack face validity** * applicants may not be willing to answer questions that **don't appear related to the job**

# **Evaluation of Selection Techniques** this is the increase in decision-making accuracy that occurs by adding a new selection technique (predictor) to the existing selection procedure

incremental validity

# **Evaluation of Selection Techniques** these are used to estimate the incremental validity when the predictor's criterion-related validity coefficient, the selection ratio, & the base rate are known

The Taylor-Russell tables

# **Evaluation of Selection Techniques** predictors with low to moderate validity coefficients can have adequate incremental validity, as long as...

the selection ratio is low; the base rate is moderate

# **Selection Techniques** One problem with biographical information blanks (BIBs) is that: A. applicants may dislike them because they feel that some questions are an invasion of privacy. B. applicants may dislike them because they don't like being directly compared to other applicants. C. employers dislike them because they're difficult to administer and score. D. employers dislike them because they're not useful for making hiring decisions about applicants who have little or no previous experience.

A. applicants may dislike them because they feel that some questions are an invasion of privacy.

# **Evaluation of Selection Techniques** Which of the following would be most useful for determining if a new selection test is having an adverse impact? A. 80% rule B. Taylor-Russell tables C. selection test and job performance measure scores D. selection test and job performance measure validity coefficients

A. 80% rule

# **Evaluation of Selection Techniques** A new predictor has a criterion-related validity coefficient of .35. It will produce the greatest increase in decision-making accuracy when: A. the selection ratio is high and the base rate is low. B. the selection ratio is low and the base rate is high. C. the selection ratio is high and the base rate is moderate. D. the selection ratio is low and the base rate is moderate.

D. the selection ratio is low and the base rate is moderate.

# **Evaluation of Selection Techniques** when using the ABC Selection Test, the hiring rate for white job applicants is 70% and the hiring rate for Black applicants is 40%. .70 x .80 = .56, which means that 56% is the minimum acceptable hiring rate for Black applicants. Since the hiring rate for Black appliants is less than 56%, the ABC Selections Test is having an adverse impact on Black applicants. This is an example of which adverse impact rule?

the 80% rule

# **Evaluation of Selection Techniques** this is **a method** for determining whether a selection test is having an adverse impact

the 80% rule ## Footnote When using this rule, the **hiring rate of the majority group** is multiplied by 80% to **determine the minimum hiring rate for the legally protected group**

# **Employee Selection** an assessment center might use all of the following techniques during the employee selection process except: A) general mental ability tests B) work samples c) structured interviews D) situational judgement tests

B) work samples

# **Employee Selection** list a disadvantage of general mental ability tests (cognitive tests)

a **greater risk of unfair discrimination** against members of some racial minority groups

# **Employee Selection** these tests are the **most frequently used** selection techniques and have been found to be the **most valid predictors of job performance** across a variety of jobs, organizations, and job performance

general mental ability tests (aka cognitive tests)

# **Employee Selection** delete

# **Evaluation of Selection Techniques** before using a new selection technique to make hiring decisions, it must be evaluated to determine...

a) it has **adequate reliability & validity** b) will **increase decision-making accuracy** c) will **not have an adverse impact** d) has **adequate utility**

# **Evaluation of Selection Techniques** the reliability coefficient ranges from 0 to 1.0 and the closer the coefficient is to 1.0, the less the effect of ____ ____ and the greater the ____ of scores

measurement error; consistency

# **Evaluation of Selection Techniques** knowing the predictor is reliable indicates that, whatever the predictor measures, it does so ____

consistently

# **Evaluation of Selection Techniques** a predictor is most likely to increase decision-making accuracy when its criterion-related validity coefficient is (small/large/similar)

large

# **Evaluation of Selection Techniques** this is **the percent of job applicants the company plans to hire** and is calculated by dividing the number of applicants that will be hired by the total number of applicants

selection ratio

# **Evaluation of Selection Techniques** a selection ratio of .10 is (low/moderate/high) and means that one of 10 applicants will be hired

low

# **Evaluation of Selection Techniques** a (low/moderate/high) selection ratio is best because it means the company has more applicants to choose from

low

# **Evaluation of Selection Techniques** this is the percentage of current employees who were **hired without the new predictor & are considered successful**

base rate ## Footnote **ranges from 0% to 100%** * incremental validity is greater when this is moderate (near 50%) because when the base rate is high, adding a new predictor probably won't have much effect since **the current selection procedure is doing a good job** * when the base rate is low > suggests that **something other than the selection procedure is the problem** (e.g., inadequate supervision or training) because it's not likely that use of the current selection procedure results in selecting the least suitable job applicants

# **Evaluation of Selection Techniques** a moderate base rate is around...

.50

# **Evaluation of Selection Techniques** a (low/moderate/high) base rate of ____ is associated with the greatest accuracy in decision-making accuracy

moderate; .50

# **Evaluation of Selection Techniques** when the base rate is (low/moderate/high), adding a new predictor probably won't have much effect since the current procedure is adequate

high

# **Evaluation of Selection Techniques** when the base rate is (low/moderate/high), this suggests that something other than the selection procedure (e.g., inadequate training) is the problem because it's not likely that use of the current procedure results in choosing the least suitable applicants

low

# **Evaluation of Selection Techniques** this is a type of unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members

adverse impact

# **Evaluation of Selection Techniques** this occurs when members of one group consistently obtain lower scores on a selection test or other employement procedure but the score difference is not reflected in differences in scores on a measure of job performance

test unfairness

# **Evaluation of Selection Techniques** men and women receiving similar ratings on a measure of job performance, but for some reason, women consistently obtaining lower scores on the selection tests, and as a result, are hired less frequently than men is an example of which of the following a) base rate b) adverse impact c) differential validity d) test unfairness

d) test unfairness

# **Evaluation of Selection Techniques** list the employer's options when the court determines that a selection test or other employment procedure is having an adverse impact

* **replace the procedure** with another procedure that does not have an adverse impact * **modify the procedure** so it no longer has an adverse impact * **demonstrate that there is no alternative procedure** available that would not have an adverse impact & that use of the procedure is job-related

# **Evaluation of Selection Techniques** list the 3 ways to establish job-relatedness

showing that the procedure is: 1) **valid** (*adequate content, construct, & criterion-related validity*) 2) **a business necessity** (*safe & efficient operations*) 3) **a bona fide occupational qualification** (*maintaining normal business operations & may apply to gender, age, religion, national origin but **not race**)*

# **Evaluation of Selection Techniques** an employement procedure is considered valid when there is adequate evidence of its...

criterion-related, content, or construct validity

# **Evaluation of Selection Techniques** an employment procedure or requirement is a business necessity when it is necessary for...

the **safe & efficient** operation of business

# **Evaluation of Selection Techniques** an employment procedure or requirement is a bona fide occupational qualification (BFOQ) when it is necessary for... and may apply to what demographics

* maintaining **normal business operations** * gender, age, religion, and national origin **(but not race)**

# **Evaluation of Selection Techniques** religion is a ____ when a religious high school requires faculty to be members of its denomination

bona fide occupational qualification (BFOQ)

# **Evaluation of Selection Techniques** this is a method for evaluating the economic return on investment of human resource interventions such as staffing & training

utility analysis

# **Evaluation of Selection Techniques** list a commonly cited formula for assessing the utility of selection tests, which **estimates utility in dollars** based on the following factors: * **number of individuals hired** * the test's **validity coefficient** * the **standard deviation of job performance in dollars** the **cost of testing**

Brogden-Cronbach-Gleser formula

# **Evaluation of Selection Techniques** list 2 situations that can cause adverse impact

test unfairness differential validity

# **Employee Selection** research seems to suggest that which type of interview, behavioral or situational, has a higher level of validity

behavioral