Podcast
Questions and Answers
Which test is used for jobs requiring physical strength and stamina?
Which test is used for jobs requiring physical strength and stamina?
What dimensions are typically assessed in a Cognitive Ability Test?
What dimensions are typically assessed in a Cognitive Ability Test?
Which selection method considers an applicant's life, school, military, community, and work experience?
Which selection method considers an applicant's life, school, military, community, and work experience?
What does a Leaderless Group Discussion typically involve?
What does a Leaderless Group Discussion typically involve?
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What does an Integrity Test aim to determine about an applicant?
What does an Integrity Test aim to determine about an applicant?
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Which type of inventory asks individuals to indicate preferences for activities like bargaining and electrical wiring?
Which type of inventory asks individuals to indicate preferences for activities like bargaining and electrical wiring?
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What does the term 'leniency' refer to in the context of references and letters of recommendation?
What does the term 'leniency' refer to in the context of references and letters of recommendation?
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What is the main issue highlighted under 'extraneous factors' concerning references?
What is the main issue highlighted under 'extraneous factors' concerning references?
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In the context of 'negligent hiring', what situation does it describe?
In the context of 'negligent hiring', what situation does it describe?
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What is the key guideline that reference providers should follow according to the text?
What is the key guideline that reference providers should follow according to the text?
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Which factor leads to a lack of reliability in references for a job applicant?
Which factor leads to a lack of reliability in references for a job applicant?
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What does 'applicant knowledge' aim to assess?
What does 'applicant knowledge' aim to assess?
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Study Notes
Predicting Performance
- Predicting performance can be done using various methods, including applicant ability, applicant skill, prior experience, and personality, interest, and character.
Applicant Ability
- Cognitive ability tests assess dimensions such as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, and reasoning.
- Perceptual ability tests consist of vision, color discrimination, depth perception, glare sensitivity, speech, and hearing.
- Psychomotor ability tests measure finger dexterity, manual dexterity, control precision, multi-limb coordination, response control, reaction time, arm-hand steadiness, wrist-finger speed, and speed of limb movement.
- Physical ability tests are used for jobs that require physical strength and stamina.
Applicant Skill
- Applicant skill measures if the applicant already has a job-related skill.
- Work samples involve performing actual job-related tasks.
- Assessment centers use multiple assessments to evaluate applicants.
- Development and component in basket technique simulates daily information that appears on a manager's or employee's desk.
- Simulation exercises enable assessors to see an applicant "in action."
- Work samples are used when a simulation does not involve a situational exercise.
Leaderless Group Discussions
- Leaderless group discussions involve exercises where applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss.
Business Games
- Business games are exercises that allow applicants to demonstrate attributes such as creativity, decision-making, and ability to work with others.
Predicting Performance using Prior Experience
- Prior experience is typically measured in one of four ways: experience, biodata, reference checks, and interviews.
- Experience ratings predict future performance based on past experience.
- Biodata considers an applicant's life, school, military, community, and work experience.
Reference Checks
- Reference checks are the process of confirming the accuracy of information provided by an applicant.
- Reference is an expression of an opinion.
- Letter of recommendation is a letter expressing an opinion regarding an applicant's qualifications.
- Resume fraud is lying on one's resume.
- Negligent hiring is when an organization hires an applicant without checking their references and background, and they later commit a crime.
- Negligent reference is when a former employee does not provide relevant information.
Problems with References and Letters of Recommendation
- Leniency: most letters of recommendations are positive.
- Knowledge of the applicant: the person writing the letter often does not know the applicant well.
- Reliability: lack of agreement between two people who provide references for the same person.
- Extrinsic factors: letters written by references who like applicants are longer than those written by references who do not.
Ethical Guidelines for Reference Providers
- Explicitly state your relationship with the applicant.
- Be honest in your reference.
- Let the applicant see your reference before sending it.
Predicting Performance using Applicant's Knowledge and Skill
- Applicant knowledge is designed to measure how much a person knows about the job.
- Applicant ability is used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire.
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Description
Test your knowledge on reference checks, letters of recommendation, resume fraud, negligent hiring, and negligent references in the employee selection process.
