Psychological inventory that identifies individuals
1) Steps in Selection Process
· Screening applications and resumes, testing and reviewing work samples, interviewing candidates, checking references and background, then make a selection.
· Measurement free of random error generating reliable consistent results
· : Extent to which performance on a measure (test) is related to what the measure is designed to assess (job performance).
· Consistency between the test items or problems and the kinds of situations or problems that occur on the job
· A measure of validity based on showing a substantial correlation between test scores and job performance
· Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance
administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance
· The extent to which something provides economic value greater than its cost.
· Valid in other contexts beyond the context in which the selection method was developed.
- Aptitude test
· Assess how well a person can learn or acquire skills and abilities. Best know is the General Aptitude Test Battery (GATB)
- Achievement test
· Measure a person's existing knowledge and skills
- Physical Ability tests
· Play less of a role; tend to exclude women and people with disabilities.
- Cognitive Ability
· : Sometimes called "intelligence tests" they are designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability.
- Assessment Centers
· : A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential.
- Personality Inventories
· : Employers also want to know about a candidate's personality
· Sociable, gregarious, assertive, talkative, expressive
· Emotionally stable, no depressed, secure, content
· Courteous, trusting, good-natured, tolerant, cooperative, forgiving
· Dependable, organized, preserving, thorough, achievement-oriented
· : Curious, imaginative, artistically sensitive, broad-minded, playful
Myers-Briggs Type Indicator
· Psychological inventory that identifies individuals preferences for source of energy, means of information gathering, way of decision making, and lifestyle providing information for team building and leadership development.
- Honesty Tests
· Some companies investigate personalities more directly through use of honesty tests that ask applicants directly about their attitudes toward theft and their own experiences with theft. Results do have some ability to predict such behavior as theft of employer's property.
4) Performance and Work Samples
· To evaluate candidates for a job the organization may administer tests of the necessary skills. Sometimes the candidates take tests that involve a sample of work, or they may show existing samples of their work. Examples include tests of keyboarding speed and in-basket tests that measure the ability to juggle a variety of demands, as in a manager's job.
· A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate.
· A selection interview that consists of a predetermined set of questions for the interviewer to ask.
· A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation.
- Behavior Description Interview
· A structured interview in which the interviewer asks the candidate to describe how he or she handles a type of situation in the past.
- Panel Interview
· Selection interview in which several members of the organization meet to interview each candidate.
- Multiple Hurdle Model
· Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.
- Compensatory Model
· Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another.