Selection methods need to have reliability, validity, and utility.
Reliability concerns the consistency of measurement.
Validity refers to the relation between the performance in the test and the performance on the job.
Utility is gain from using the method.
Information about the Applicant – Through Various Application Forms or Blanks
Application blanks ask candidates for a job to fill details of education, employment history and experience details during the employment.
Biographical information blanks (BIB) ask for more personal information with questions about personal background and life experiences.
Accomplishment record asks candidates to write examples of their accomplishments. Bernardin quotes the example that in the case of search for a new business school dean, applicants were asked to cite a fund-raising project they had successfully organized.
Background Checks and References
- Cognitive ability test
- Tests of specific ability
- Personality/motivational testing
- What personality?
- How do we measure personality
- Validity of personality tests
What is personality?
Personality refers to an individual’s consistent pattern of behavior. The consistent pattern is comprised of traits. The five big traits which are used to describe the personality of a person are:
2. Emotional stability
3. Agreeableness/ likability
5. Openness to experience
How to Establish a Psychological Testing Program
1. Study the manuals provided by test publishers.
2. Check the review of the test in Mental Measurements Yearbook.
3. Find out from the test publishers the users and interact with them and find out their experience.
4. Go through the test items and evaluate them for ethical, legal and privacy ramifications.
Evaluate the test like you evaluate other products. Don’t simply believe the brochure.
Assessment centers use trained observers and a variety of techniques to make judgments about behavior, from specially developed assessment simulations. Assessment center focus on job dimensions.
- Types of interviews
- Structured interviews
- Group/panel interviews
- Situational or behavioral interviews
Sun Microsystesm interviews job applicants several times by as many as 20 interviewers
Chapter Learning Objectives
After reading this chapter, you should be able to
Understand the concepts of reliability, validity, and utility.
Understand the validity evidence for various selection methods.
Discuss approaches to the more effective use for application blanks, reference checks, biographical data, and the interview in order to increase the validity and legal defensibility of each.
Discuss the approaches available for drug testing.
Describe the validity of different approaches to interviewing.
Explain how the various types of candidate information should be integrated and evaluated.
Updated on 3 September 2019, 14 December 2011