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1

Predictors

Are used to forecast criteria

2

A test with limited time and mostly easy questions...
Ex: typing test

Speed Test

3

Power Test

No fixed time limits and relatively difficult items
Ex: class exam

4

What is a test?

Objective and standardized procedure for measuring a psychological construct using a sample of behavior

5

An applicant who is provided with accurate information about job characteristics, organizational climate, employee attitudes, and subordinate supervisor relationships...

Realistic Job Preview

6

Because we typically do not have access to criteria in a selection context, we must use ________ as substitutes for criteria.

a) Appraisals
b) preferences
c) predictors
d) paradigms

C ) predictors

7

Research indicates that as much as __________ of performance variance across people can be accounted for by general cognitive ability.

a) 10%
b) 25%
c) 50%
d) 75%

B) 25%

8

It’s dimensions can be understood by the acronym OCEAN

Big Five Personality Test

9

The two personality dimensions that have been reported to be the best predictors of job performance are:

a) neuroticism and openness to experience
b) introversion and agreeableness
c) reasoning and reliability
d) conscientiousness and emotional stability

D) conscientiousness and emotional stability

10

Attempts to predict whether an employee will engage in counterproductive work-related behaviors...

Integrity Test

11

In the context is selection, the relationship between a predictor and a criterion.

And

Evidence that a test is a good predictor of job performance

Validity coefficient (R)

12

Computer adaptive testing

How you score in earlier questions affects the difficulty of subsequent questions

13

Unstructured Interview

No consistency of questioning across applicants, less useful, tough to make comparisons

14

Structured Interview

Standardized, job analysis-based questions asked if all candidates; increased reliability, allows for fair comparisons

15

Structured Interview formats
- behavior description interview
&
- situational interview

Behavior description interview
- focused on past behavior, what have you done in the past?


Situational interview
- focused on future behavior, what would you do in this scenario?

16

Types of predictors:

*standardized tests
-Cognitive ability
-Psychomotor
-Personality
-Integrity

Work samples
Assessment centers
Interviews
References
Biographical information

17

Cognitive Ability Tests (intelligence tests)

General: predicting individuals general capacity to learn

Specific: predicting how well an individual will do using their specific abilities
EX - mechanical ability; engineer
spatial ability; mechanic, architect
clerical ability tests; bookkeeper, clerk, secretary

18

Emotional Intelligence (EI)

Awareness of our own and others emotions

19

Psychomotor tests

Sensory abilities (speed and accuracy of motor and sensory coordination)
EX- surgeon, packer, fighter pilot, machine operator

20

Personality Tests

An individual’s traits of predispositions to behave in a particular way across situations

measure the “Big Five”
Openness to experience
Conscientiousness
Extraversion
Agreeableness
Neuroticism

21

Two types of integrity tests, their definitions, and which one should organizations use?

*Overt Integrity tests (use this more)
- measures attitudes toward theft and actual theft behaviors (self-report)
Ex: Do your friends ever steal from their employers?

*Personality-type integrity tests
- measures personality characteristics believed to predict counterproductive behavior
Ex: do you like taking risks?

22

Work sample Tests

Miniature replicas of the job

Ex: Driving Test

23

Situational Judgment tests (SJTs)
(Type of work sample test)

Paper and pencil or video scenarios that measure applicants judgment in work settings

Ex: the picture of the military guy in the snow and some scenario options

24

Assessment Centers

Multiple raters (assessors) evaluate applicants (assesses) on a standardized set of predictors (exercises)

25

What are the two types of Assessment Centers?

In-Basket- assessee responds to a series of job related scenarios
Ex: being newly hired to replace a manager who had had to leave the company abruptly due to a serious illness

Leaderless group discussion (LGD)- group exercise designed to tap managerial attributes, requires small group interaction. Observed by assessors after being given an issue to resolve with no roles assigned

26

Biographical Information

Assumes past behavior is best predictor of future behavior

27

What two ways is biographical information collected?

1) application blank: form requesting historical and current information

2) BioData questionnaire: broad questions, multiple choice items, health, hobbies

28

Reserved for the personal history information that is obtained through biographical information blanks

BioData