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Flashcards

MOS 1 - Selecting employees

Nastassja Celej MOS 1 1000 English 58 cards

Cards in this deck (58)

  1. 1Steps in the selection process1. Screen applications and resumes
    2. Test and review work samples
    3. Check references and background
    4. Make a selection
  2. 2Criteria for Evaluating selection methodsReliability, Validity, Ability to generalize, Practical value, Legal acceptability
  3. 3ReliabilityThe extent to which a measurement generates consistent results
    Ex. A test of someone’s physical strength should generate similar scores when measured on two occasions two weeks apart
  4. 4ValidityThe extent to which performance on a measure is related to what the measure is designed to assess
    Ex. toe size is not a valid indicator of who is or isn’t a good performer at work
  5. 5What are the 4 different types of Validity Evidence?Construct validity
    Criterion-related validity
    Content validity
    Face validity
  6. 6Construct ValidityDegree to which a test is an accurate measure of the construct it claims to measure
    Ex. intelligence, leadership, motivation
  7. 7What are the two types of construct validity?Convergent Validity: Scores on a test converge with scores on other known tests of the construct
    Discriminant validity: Scores on a test are unrelated to scores on tests of other constructs
  8. 8Criterion-related validityBased on showing a substantial correlation between test scores and job performance scores , our criterion is often job performance
  9. 9What are the two types of research for arriving at criterion validity?Predictive Validation
    Concurrent Validation
  10. 10Predictive ValidationUses the test scores of all applicants and looks for a relationship between their scores and future performance of the applicants who were hired
  11. 11Concurrent ValidationAdministering a test to people who currently hold a job, then comparing their scores to existing measures of job performance
  12. 12Content ValidityDegree to which tests or test items cover a representative sample of the content that they are supposed to measure
    (problems that occur on the job)
    Assessed by subject matter experts (SMEs)
  13. 13Face validityAppearance that items in a test are appropriate for the intended use of the test, based on the judgments of individuals who take the test
  14. 14What are the benefits to Face ValidityRelated to test-taking motivation, decreased chance of lawsuits, perceptions of fairness
  15. 15GeneralizableValid in other contexts beyond the context in which the selection method was developed
  16. 16UtilityExtent to which the selection method provides economic value greater than its cost
  17. 17Two necessities for Legal Standards for Selection- The selection process must avoid human rights and privacy complaints
    - Gather job-related information and avoid asking for information about prohibited grounds of discrimination
  18. 18Benefit of job applicationsLow cost
    Provides standardized categories
    Less room for lying
  19. 19What information do job applications include? Not include?Contact information, work experience, education, skills, certificates
    Birthplace, marital status, number of children, etc.
  20. 20What do resumes contain?Educational background, past work performed, competencies, etc.
  21. 21What are the pros to resumes?Cheap, provides a starting point, highlights achievements
  22. 22What are the cons to resumes?Applicants controlled the content (bias)
  23. 23Aptitude TestTests that assess how well a person can learn or acquire skills and abilities (filing, vocabulary)
  24. 24Achievement TestsTests that measure a person's knowledge and skills (outlook, powerpoint)
  25. 25Cognitive ability tests (intelligence tests)Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability
  26. 26Pros to Cognitive ability testsAmong the most valid methods of selection and inexpensive to use
  27. 27Physical ability tests, and consEvaluate muscular power, muscular endurance, cardiovascular endurance, flexibility, balance, coordination, and other such abilities
    Exclude women and people with disabilities
  28. 28Sensory Ability TestsAssess visual acuity, colour vision, hearing sensitivity
  29. 29Motor Ability TestsAssess fine or gross motor coordination
  30. 30Assessment CentreA wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential
  31. 31Pros to Assessment Centre? Cons?Pros: fair, high level of validity
    Cons: expensive, tough to generalize
  32. 32Personalities - OCEAN (5)Openness to experience
    Conscientiousness
    Extroversion
    Agreeableness
    Neuroticism/Emotional Stability
  33. 33Pros and Cons to Personality InventoriesPros: no right or wrong answers, used for managerial selection
    Cons: susceptible to faking, applicants sometimes have negative reactions
  34. 34Integrity testsDesigned to assess honesty, character, or integrity
    Identify job applicants who will not engage in counterproductive behaviour on the job
  35. 35Pros and Cons to Integrity testsPros: Valid
    Cons: Faking, misclassification, and poor applicant reactions can occur
  36. 36Mechanical aptitude testsRequire a person to recognize which mechanical principle is suggested by a test item ( Ex. heat, sound, gravity, force)
    Specific to performance in manufacturing and production jobs
  37. 37Work Sample and Pros and ConsTest in which the candidate demonstrates proficiency on a task representative of the work performed in the job
    Ex. Mechanic repairing a problem
    Pros: Valid, difficult to fake,
    Cons: Costly, safety issues
  38. 38Alcohol and drug tests and ProsMay involve testing of saliva, urine, or blood
    High reliability and validity (but not perfect!)
  39. 39Controversy to Alcohol and Drug TestsConcern for invasion of privacy and accuracy
    Accusation of drug use is a serious matter
    Cannot measure capability to perform job
    Must be careful not to discriminate if drug problem is considered a disability
  40. 40CHR- Commission Policy on Drug and Alcohol Prohibits:Pre-employment tests
    Random tests
  41. 41Requirements for Medical ExamsMust be related to job requirements
    Do not give a medical exam until the candidate has received a conditional job offer
  42. 42InterviewsA selection tool designed to predict job performance based on applicants’ oral responses to questions
  43. 433 reasons for persistent use of interviewsValidity
    Illusion of validity
    Multipurpose
  44. 44Unstructured Interview/ Non-directive InterviewsQuestions are different across candidates and there is no standard scoring for candidate responses
  45. 45Cons to Unstructured InterviewsLack of job relatedness, contrast effects, and too much emphasis on nonverbal cues
  46. 46Structured InterviewInterview format in which the questions are consistent across candidates
  47. 47Characteristics to Structured InterviewsJob analysis
    Same questions for all applicants
    Numerical evaluation
    Detailed notes
  48. 48Situational InterviewStructured interview in which the interviewer describes a situation that may arise on the job
    High validity in predicting job performance
  49. 49Behavioural InterviewStructured interview where the interviewer asks the candidate to describe how they handled a type of situation in the past
    Highest validity
  50. 50Panel InterviewSeveral Members meet to interview
    Less bias
  51. 51ReferencesReferences are former employers or other individuals who can verify an applicant’s abilities and job performance
    Often tell more about the person writing the letter than the person who the letter is written about
  52. 52Background Checks-A way to verify applicants
    -Can include criminal record checks, educational verification, driving records
    - Must get consent from the candidate first
    - Makes sense to do a background check only after a contingent job offer
  53. 53Which multiple tools for decision making are controversial?Polygraph tests (lie de
    Graphology (handwriting)
    Letters of reference (bias)
    Drug testing
    Emotional intelligence (handle interpersonal relationships judiciously and empathetically)
  54. 54What are the 3 approaches for making decisions about candidates?Multiple regression approach
    Multiple cut-off approach
    Multiple hurdles approach
  55. 55Multiple Regression ApproachApplicant scores on each predictor are weighted through a multiple regression equation and summed to yield a total score
    Candidates are ranked on their regression score and selection occurs in a top-down fashion
  56. 56Multiple Cut-off ApproachA cut-off score is established for each predictor and an applicant is required to take all of the tests or procedures
    Candidates are ejected if they fall below the cut-off score on any one predictor
  57. 57Multiple Hurdle ModelEach stage in the process is a hurdle
  58. 58Compensatory ModelA very high score in one area can outweigh another area

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1000 MOS 1 Flashcards on MOS 1 - Selecting employees, created by Nastassja Celej on 07/10/2015.
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Nastassja Celej
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