Effectiveness of selecting personnel in real orga¬nizations
5 Selection Method
Standards
·
Reliability
2. Validity
3. Generalizability
4. Utility
5. Legality
Reliability
·
is the degree to which
interviews, tests, and other selection procedures yield comparable data over a
period of time. Reliability also refers to the extent to which two or more
methods (interviews and tests for example) yield similar results or are consistent
Validity
·
refers to what a test
or other selection procedure measures and how well it measures it
Criterion related
validity
·
the extent to which a
selection tool predicts, or significantly correlates with, important elements
of work behavior or performance.
Predictive validity
·
is a criterion-related
validity study that seeks to establish an empirical relationship between
applicants' test scores and their eventual performance on the job.
Concurrent validity
·
is a criterion-related
validity study in which a test is administered to all the people currently in a
job (at about the same time) and then incumbents' scores are correlated with
existing measures of their performance on the job.
3 Reasons Predictive
> Concurrent
·
job applicants are
typically motivated to perform well on the tests than are current employees
2. current employees have learned many things on the job that applicants have
not yet learned
3. current employees tend to be homogeneous
Cross Validation
·
is a process in which
a test or battery of tests is administered to a different sample of people
(drawn from the same population) for the purpose of verifying the results
obtained from the original validation study.
Content validity
·
is a test-validation
strategy performed by demonstrating that the items, questions, or problems
posed by a test are a representative sample of the kinds of situations or
problems that may occur on the job. Limitations: a) the person who is hired
must have the knowledge, skills, or abilities at the time he or she is hired
and b) subjective judgment plays such a large role in content validation.
Generalizability
(validity generalization)
·
is the degree to which
the validity of a selection method established in one context extends to other
contexts.
Utility
·
is the degree to which
the information provided by selection methods enhances the effectiveness of
selecting personnel in real orga¬nizations. Utility is impacted by reliability,
validity, and generalizability
Legality
·
All selection methods
must conform to existing laws and legal precedents
• Civil Rights Act of 1964 and 1991
• Age Discrimination in Employment Act of 1967
• Americans with Disabilities Act of 1991
• Subsequent laws and Supreme Court rulings
Types of Selection
Methods
·
Selection interviews
2. Behavioral based interviewing
Selection interviews
·
are defined as a
dialogue initiated by one or more persons to gather information and evaluate
the qualifications of an applicant for employment. It is the most widely used
selection method, although research suggests it can unreliable, low in
validity, and biased against a number of groups
Behavioral based
interviewing
·
question to determine
core characteristics:
• Cognitive Skills
• Administrative Skills
• Communication Skills
• Interpersonal Skills
• Motivations Skills
• Leadership Skills
• Adjustment Skills
Cognitive ability
tests
·
differentiate
individuals based on their mental rather than physical capacities. One of the
major drawbacks to these tests is that they typically have adverse impacts on
some minority groups. Indeed, the size of the differences is so large that some
have advocated abandoning these types of tests for making decisions regarding
who will be accepted for certain schools or jobs.
·
Cognitive ability
tests
·
differentiate
individuals based on their mental rather than physical capacities. One of the
major drawbacks to these tests is that they typically have adverse impacts on
some minority groups. Indeed, the size of the differences is so large that some
have advocated abandoning these types of tests for making decisions regarding
who will be accepted for certain schools or jobs.
Verbal comprehension
·
refers to a person's
capacity to understand and use written and spoken language.
Quantitative ability
·
concerns the speed and
accuracy at which one can solve arithmetic problems.
Reasoning ability
·
refers to a person's
capacity to invent solutions to many diverse problems.
Personality
inventories
·
categorize individuals
relative to what they can do, personality measures tend to categorize
individuals by what they are like.
Not recommended as a selection method--very difficult to establish reliability
and validity. Useful in team-building and communication training, etc
Work-sample tests
·
attempt to simulate
the job in a prehiring context to observe how the applicant performs in the
simulated job. Work samples are job specific and tend to be high in criterion
related and content validity and low in adverse impact. The disadvantages are
that generalizability tends to be low, and they are relatively expensive to
develop. The technique used in managerial selection is the assess¬ment center,
which is a process in which multiple raters evaluate employees' performance on
a number of exercises.
Honesty Tests
·
aren't very reliable
or valid, easy to fool
Drug use
·
tests tend to be
reliable and valid, particularly when the screening tests" are followed up
with more expensive "confirmation". Typically used in safety-related
positions, DOT positions, and drug-free workplaces.