Test 3 Flashcards
(37 cards)
Assessment Centers
Selection strategy that integrates multiple methods in a 1-day or multiday, formed to evaluate job candidates individually or in a group
Simulations
to assess a job candidates proficiency and ability to perform specific job tasks
Hugo Munsterberg
Put his students through the Boston trolley cart
Simulation Advantages
- Data > future job performance
- Less risk
- Useful for training and development
High fidelity work simulations
a candidate demonstrates his or her performance on a real work sample
Low fidelity work simulation
a candidate demonstrates or describes how he or she would perform in a hypothetical job situation
Purposes of assessment centers
realistic job preview and employee development
Jobs evaluated by assessment centers
- Senior level (director, Vice President, or C-suite)
- Jobs with complex performance, critical, high risk & financial responsibility (finance, accounting, security, and sales)
Assessment center selling point
- no more costly or time consuming
- Assessment center costs > cost of a bad hire
- Good hire > money > assessment center cost
Personality
attributes, traits, and dispositions that make individuals unique and may explain their interests, motives, and behaviors
The Big Five
- Conscientiousness
- agreeable
- Emotional Stability
- openness to experience
- extroversion
Conscientiousness
- Well prepared, hard worker, detail oriented, reliable
- valuable & desirable in all context
- valid predictor of performance in professional, managerial, sales, police/law, skilled/ semi-skilled work
Agreeable
- flexable, good natured, accommodating, and cooperative
- Low > stubborn, immobile, and argumentative
- high > overly accommodating, fearful of displeasing others, and willing to sacrifice their own needs
Emotional Stability
- calm, grounded, secure, free of worry and fear
- low > worriers, anxiety, panics, emotionally charged, difficult to remain calm
- high > calm under pressure, don’t allow their emotions to get to them, and free of worry and anxiety
Openness to experience
- exploring, trying new things, creating, and innovating
- low > structured, cautious, routine, rules, and procedures
- high > open minded, curious, open to risk and new things
Extroversion
- Sociable, outgoing, talkative
- introvert = quiet, shy, thinks before talking
- extrovert = high energy, talkative, and happy to speak before thinking
Timed VS untimed tests
Timed = if time matters (manufacturing, customer service, sales, law enforcement, medical, firefighting Untimed = if time doesn't matter
Overt based honesty/integrity test
theft and dishonest behaviors
-obvious questions with yes/no answers
EX. Have you ever lied?
personality based honesty/integrity test
deviance and lack of ethics
- conscientiousness, emotional maturity, personal accountability, risk taking, respect for authority, acknowledgement of consequences and work ethic
EX. Are there people in the world who are incapable of reform?
Hard copy tests
Advantage = easily administered to one group at a time
common in settings without technology, tools and connectivity
Disadvantage = manual scoring
Electronic tests
Advantage = -efficient and accurate administration and scoring -many options available to purchase Disadvantage = -requires many computers to test a group at one time -costs
Compute adaptive testing
- incorrect answer > easier questions; correct answer > harder question
- detailed picture of the test takers ability
Convergent Validity
a new measure demonstrates a strong positive correlation with an existing measure that accurately measures the same conduct
Discriminant validity
a new measure does not demonstrate a strong positive correlation with an existing measure that accurately measures a different construct
