Step 0 & 1
The main goal of a scientific selection system
To predict job performance
A method used to describe jobs and / or the human attributes needed to perform them
Job analysis
A term for predictors that are useful for selecting applicants across all jobs.
Validity generalization
What is the equation approach?
When companies use a total score taken from a group of assessment scores to make hiring decisions.
A validity coefficient ranges between ____ and ____.
-1, 1
Of the 200 applicants that applied for a project manager role at a company, 10 were hired. What is the selection ratio?
5%
A company is looking to hire a new cashier for one of its Walmart locations. The hiring manager works with the HR department to develop a profile of the ideal candidate. This profile includes the need for proficiency in operating point-of-sale systems, strong customer service skills, attention to detail for accurate transactions, effective communication skills for interacting with customers, and the ability to work in a fast-paced environment.
What type of job analysis is this?
Person-oriented job analysis
The relationship between vocational interests and job performance is ___________ and ____________.
Small, positive
What is the multiple-hurdle approach?
A sequential elimination process where candidates must pass a series of assessments.
Applicants must pass one assessment to move onto the next one.
What is a quasi-predictive validity study?
1) Have applicants take your selection tests
2) Hire who you would normally hire
3) Job performance is measured after they’ve spent some time in the job (criterion)
4) Selection test scores are correlated with job performance
The order of designing a scientific selection system
Decide if it's even worth having a selection system, perform a job analysis, decide the collection method, score applicants, validate the selection system's effectiveness, ensure alignment with legal and moral principles.
Applicants with disabilities cannot be denied employment due to their disability unless their disability prevents them from performing __________
Essential functions
What is the difference between a rational biographical inventory and an empirical biographical inventory?
Rational biographical inventories ask information that is job-relevant (using the results of a job analysis) and score it according to the perceived importance of each piece of information
Empirical biographical inventories ask a bunch of random information and let computers decide what's most important
For equations to give us comparable scores, we must convert ____________ into ______________.
Raw scores, standard scores
What is a concurrent validity study?
1) Give your new selection assessments to your current employees
2) Correlate the selection assessment scores with their current job performance scores
The combination of base rate, selection ratio, and validity score that is considered ideal for the selection system's implementation
.5 base rate, low selection ratio, high validity score
What are the strengths and weaknesses of personality tests?
Strengths:
Reduces bias
Weaknesses:
Only shares a small-to-moderate correlation with job performance (and only for conscientiousness)
A Walmart store conducts an assessment for potential cashiers to evaluate their proficiency in customer service and transaction accuracy. Each candidate is asked to complete a simulated customer checkout scenario in a one-on-one session with the evaluator. Following the simulation, the candidate undergoes a one-on-one verbal interview where they must explain how they would handle various customer service challenges, such as resolving a pricing error or addressing a customer complaint, without any time limits.
Which of the following combinations of test characteristics apply to this scenario?
Individual, open-ended, performance, and power
What is a pro of the multiple hurdle approach?
1) They are efficient (saves time and resources)
2) Applicants must demonstrate proficiency in every KSAO
3) More isn't always better
List the 8 protected classes
Race, gender, national origin, religion, color, pregnancy, age, mental & physical disabilities
What are the three characteristics of a job analysis?
The procedure must be systematic, involving a clear and planned procedure.
The job is broken down into smaller units for detailed examination.
Produces a detailed report outlining job requirements and responsibilities.
The three predictors that have the strongest correlations with job performance
1. Work samples
2. Structured interviews
3. Cognitive ability
Three methods for adding structure to an interview
1. Ask a pre-planned set of questions
2. Ask questions in the same order
3. Don't ask follow-up questions
What is a con of using equations?
1) If applicants score low on a KSAO that is critical to the job, it may be overshadowed by high performance on the rest of the KSAOs.
2) More isn't always better
Adverse impact is not considered discrimination as long as:
1) The selection process is job-related and consistent with business necessity
2) There is no less discriminatory alternative available that would also meet the employer's needs.