fabrication and lying
resume
tend to look similar and letter writers are scared to write any negative remarks
letter of recommendation
protect against negligent hiring suits and look to see if content of resume and references are valid predictors of performance
background check
low reliability and validity. When an employer contracts a job applicant previous employers, schools, colleges, and to learn more about his or her employment history, educational background, and qualification. Have not proceed successful in predicting emp
reference check
a variety of different physical abilities ranging from muscular attention to muscles flexibility and coordination. Only used for jobs that acquires these abilities to perform well
physical ability test
measure of intelligence, one of the most widely used and most valid measures. Shown to be a valid predictor of job performances across a variety of jobs and industries. If job requires more such as a surgeon correlation will be higher.
cognitive ability test
average of single studies on a given relationship. Shows that cognitive ability and job ability is at subpoint .50 in which you square that. Cognitive ability test shows 25% of the differences in peoples job performance.
Meta- Analysis
asses' main facets such as verbal comprehension, quantitative ability, and reasoning ability. Ask "What can applicants do?" what are they capable of what is their maximum performance
Cognitive Ability Test
given to by both organizations and schools. Being more intelligent helps performance on most any jobs, can only tell what someone can do and their potential max but does not tell you what they will do.
Cognitive Ability Test
relativity stable organization of a person characteristics an enduring pattern of behavior. Tend to have high reliability, low to moderate criterion and low generalizability
Personality interview
Relatively stable organization of a person characteristics. An enduring pattern of behavior. Not mood, emotions, feelings, attitudes, etc. These fluctuate a great deal and are a subject to change while _ is much more stable
personality
people grow sour and become a mean-spirit with age, personality depends mostly on socialization and environment influence
myth about personality
a person's personality changes with the environment (behavior changes but personality does not)
Myth about personally
dependable, organized, persevering thorough, and achievement- oriented. second- best predictor performance following cognitive ability, tells you what a person will do
Conscientious
� 50 percent is inherited and show that identical twins apart had much in common
Personality
very structured, strict rules, task demands limit behavior, tight standards, clear expectations Ex. Military
strong situations
loose, few rules or expectations, uncertainty, low structure. Examples personality reveals itself in weak situations.
weak situations
projective measure/test that involves describing ambiguous scenes, involves own interpretation upon seeing a picture and describing what you see. Not a very valid test
Thematic Apperception Test
the big five of personality CANOE.
Personality Taxonomies
� tend to be dependable, organized, and achievement oriented.
Conscientious (Personality Taxonomies) apart of big 5 personality
tend to be kind, gentle, courteous, tolerant, and cooperative.
Agreeableness (Personality Taxonomies) apart of big 5 personality
more prone to negative emotions and anxiety and depression.
Neuroticism (Personality Taxonomies) apart of big 5 personality
� broad minded, might like to visit new places or try new foods
Openness to Experience (Personality Taxonomies) apart of big 5 personality)
� An extrovert is a sociable, assertive, they're diammoniate and talkative and gregarious, and they're more susceptible to experiencing positive emotions.
Extraversion (Personality Taxonomies) apart of big 5 personality-
big Five are not strongly related to each other (or to cognitive ability)
key points
strive for what they would like to be ideal sold through advancement and accomplishment. Intended to move people to closer desired and states independent can also mean you are high on prevention focus as well
Promotion focus
fulfilling duties and obligations through vigilant and responsible behaviors. Avoid conditions that pull them away desired and states. Independent can also mean you are high on prevention focus as well
Prevention focus
a strategy that involves engaging in things that are consistent with the goal of passing the exam, would include reading studying materials and prepping
promotion activity
� involve abstaining from inconsistent activities that would pull you away from the achievement of passing that exam. >> So, for example, watching TV for leisure. >> These strategies in turn, have unique effects on subsequent behavior and performance leve
prevention focus
� Historically unreliable A lot of noise due to _ tendencies and mood, applicant's mood and anxiety, applicant preparation and coaching, application gender mix, interaction style mix and age mix, time consuming
interviews
meaning the same questions should be asked for each applicant
Standardized and structured interview
� base questions on the specification on the job, ask exact same questions of each candidate, limit unnecessary follow up - and elaborations, put off applicant questions until the end.
interview
want it to be same across all applicants. Takes about three unstructured interviews to equal the validity of 1 structured interview
structure the interview
oriented questions - why would you like to work here, what are your strengths and weakness? What do you like best about this profession?
Avoid opinion
focus on questions that try to gauge a person's typical way of behaving or performing. Ex would ask what if a customer was insulting to you, how would you react. Or what was the biggest difference you had with a coworker and how did you resolve that situa
Situation interview questions
Interviewers should take detailed notes and score the applicant on observed characteristic like communication ability, or leadership potential
Applicants should be interviews by more than one person
arrive at some type of quantifiable score that can be used to differentiate one applicant from another. This way scores can be compared to assess the reliability and consistency of the interview
goal of selection
Use the same set of interviewers for all candidates and discourage discussion of candidates between interviewers.
Applicants should be interviewed by more than one person
used by many of the Fortune 1000, studies validating _ are rare because they are confidential
drug test
� applicants who failed a drug test went to have a 59% higher rate of absenteeism and a 47% higher rate of involuntary turnover than those who passes
Importance of drug test
is the applicant honest applicant and trustworthy, what did firms use to assess this in the past
Integrity Test
� used to predict theft, substance abuse, ethical reprimands tend to have a correlation of .15 but are still useful because they have a high practical value in terms of cost saving.
Integrity test
good predictors of performance, likely reflects conscientiousness .40 to some degree, which predicts performance
Integrity test
� focus on how you'll handle real life scenarios you may handle it in the work- place and who you have handled similar situations in previous real-life scenarios. Ex. Ming was asked to describe a situation where her creativity led to effective problem-sol
Experience based situational interview
the applicant is confronted with a pre- specified query of questions and issues that are likely to arise at the job. Future-oriented interviews are less valid than experience-based interviews
Situational interview
ability to keep disruptive emotions in check such as being calm and controlled
self regulation
attempt to stimulate the job in a pre- hiring context to observe how the applicant performs. This can be on the job or off the job. It is usually expensive
work sample
a wide variety of specific selection programs that employ multiple selection methods to rate either applicants or job incumbents on their managerial potential. A process in which multiple raters evaluate employee's performance on multiple aspects and exer
Assessment center