Chapter 5: Employee Selection: References and Testing (Reversed)

best personality predictor of academic performance

best predictor for supervisor performance

best predictor of disciplinary problems

peculiar personality types that do not necessarily lead to a clinically impaired function, but may affect daily functioning in such ways that they deserve further attention

employees that scored high in these personality types are more likely to engage in counterproductive work performance

confirming the accuracy of resume information

expression or opinion regarding an applicant’s ability, work habits characteristics, and potential future success

a letter expressing an opinion regarding an applicant’s ability, work habits characteristics, and potential future success

job performance, training performance, promotions, salary, graduate school performance

a job analysis method in which the applicant perform actual job-related task

the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks

considerations when predicting performance using applicant’s prior performance

process of conducting biodata selection performance

problems using biodata

2 categories of personality inventories based on their intended purpose

tests that tell an employer the probability that an applicant would steal money or merchandise

provide test takers a series of statement and ask the respondent the reason that best explains or justifies each of the statements. The reason/explanation selected tend to mirror aggressive beliefs of the respondent

usage of this selection method is based on the premise that people who owe money might be more likely to steal or accept bribes and employees with good credit are more responsible and conscientious

a meta-analyses found that employees whose interest matched the nature of their job were more satisfied that those who did not

ways of predicting performance limitations due to physical or medical condition

the applicants believed that the following are the most job related employee selection method:

the applicants believed that the following are the least job related employee selection method, thus more susceptible to a legal challenge

employee selection methods that has the lowest adverse impact

employee selection methods that has the highest adverse impact

rejected applicants should be treated nicely because

characterized by the use of multiple assessment methods that allow multiple assessors to actually observe the applicants perform in simulated job tasks

For scoring biodata on which the percentage of unsuccessful employees particular respond Is subtracted from the percentage of successful employees responding in the same way

tests that are based on the premise that a person's attitudes of theft as well as his previous theft behavior will accurately predict his future honesty

two types of integrity tests

the amount of goods lost by an organization as a result of breakage, theft, or other loss

personality-based integrity tests

aggressive individuals tend to believe these statements

if an organization hires an applicant without checking his references and background and he later commits a crime while employed in the organization, the organization may be found liable for

problems with using references and letter of recommendation

relationship of high level of education individual to their performance, organizational behavior, and attendance

job knowledge tests

tap the extent to which an applicant can learn or perform a job related skill

two most common cognitive ability tests used in the industry

the developers of this test theorized that the large race differences in scores on traditional cognitive ability tests were due to the knowledge needed to understand the questions rather than the actual ability to learn or process information

Four standards to consider for each potential item to make a bio-data

commonly used objective personality tests