CH 6 Selection PDF

CH 6 Selection The Selection Process Characteristics of Properly Designed Selection Tests Reliability: Provides consistent results (i.e., test can identify competent applicants) Validity: Measures what it is supposed to measure (apply Targeted tests i.e., relevant to JD and JS) Types of E...

CH 6 Selection The Selection Process Characteristics of Properly Designed Selection Tests Reliability: Provides consistent results (i.e., test can identify competent applicants) Validity: Measures what it is supposed to measure (apply Targeted tests i.e., relevant to JD and JS) Types of Employment Tests Cognitive ability tests (i.e., IQ) Psychomotor abilities tests (i.e., ability to understand and follow instructions and perform motor responses) Personality tests (i.e., Big 5 personality profile) Job knowledge tests (i.e., Theoretical) Job performance and Work-samples (i.e., practical) Types of Interviews Unstructured (i.e., random questions) Structured (i.e., each interview the same questions) Behavioral (i.e., focus on behaviors and attitude) Situational (i.e., what applicant did in a specific situation i.e., how did he/she resolve customer complaints) Potential Interviewing Problems (2 of 3) Interviewer bias – Stereotyping bias (i.e., all people from a specific nationality are the same) – halo bias (i.e., tendency for impressions of a person, company, country, brand, or product in one area to positively or negatively influence decision) Contrast bias (i.e., judge two people while comparing them to each other instead of assessing them individually) Premature judgment bias (i.e., a judgment about a candidate during the first few minutes of the interview) Interview illusion bias (i.e., interviewers overrate their ability to interview - in fact they are incompetent as interviewers)