STAFFING TEST

• 3 of the biggest areas of distortion:
• 1. Inflated titles
• 2. Innaccurate dates to cover up job-hopping or unemployment gaps
• 3. half finished degrees, infalted education, or "purchased" degrees

• apply a "smell test"
• - put on any discrepancy, employee subject to dismissal

• 1. disclaimers
• 2. conducting reference checks
• 3. conducting background checks
• 4. making preemployment inquiries
• 5. making BFOQ claims

• 1. employment at will
• 2. varification consent
• 3. false statement warning

occurs very early in the intial assessment organizationa nd its staffing system

purpose: is and should be to screen out the most obvious cases of person/job mismatches. focus on assessment of KSAO's

• refers to consistency of measurement. A requirement for validity.
• - unlikely that a valid predictor would have a low reliability
• - reference checks appear to be relatively low
• - Interrater and biographical information - high reliability
• - Initial interview - low level of reliability

• Refers to the strength of the relationship between the predictor and job peformance.
• Low: .00-.15
• med: .16-.3
• high: >.3

• most initial assessments have moderate to low
• 2 most valid:
• - biodata
• - experience

• refers to the monetary return associated with using the predictor relative to its cost
• Validity - most important consideration

refers to the favorability of applicants reactions to the predictor

refers to the possibility that a disproportionate number of protected class members may be rejected using this predictor

• applicants background in regards to educational experiences, training, and job experiences
• - can be used to verify the data presented on the resume
• Advantage over Resume: the organization, rather than the applicant, dictates what info is presented
• Disadvantage: to make sure infor requested is critical to job sources

most valid in predicting early job performance. Does notplay a large roll.

the more specialized the more important

depends on the job. sports captain more important than just a player

demonstrates interpersonal skills

• reliability and validity is quite positive
• - valid predictor of job performance
• - predicts turnover

• Used to make more precise decisions about applicantsthan the initial assessment
• - who will be high performers
• - personality test
• - ability tests
• - emotional intelligence tests
• - interest, value and preference inventories
• - structured interviews
• - team assessments

used to seperate those who receive job offers from the list of finalist

drug testing - body fluids, hair analysis, pupillary reaction test, performance test, integrity tests

medical exams

attempt to assess the activities individuals prefer to do both on and off the job. Happier with job employees stay longer

used to identify potential health risks in job candidates not particularly valid

• "The Big Five" used to describe behavioral. As opposed to emotional or cognitive.
• capture of to 75% of individuals personality
• 1. extraversion
• 2. agreeableness
• 3. conscientiousness
• 4. emothioanl stability
• 5. openness to experience

(50% inherited)

• self report surveys
• - administered online
• - > 20 minutes applicants grow impatient

measures that assess an individuals capacity to function in a certain way

aptitude

achievement

looks at person innate capacity to function

1. cognitive (most attention) - measures that assess abilities involved in thinking, memory, reasoning, verbal and math abilities, expression of ideas

• (wonderlic test)
• - most valid
• - generalize across all organization
• - valid for medium complexity (police)
• - valid for high complexity (pilots)

• 2. physical
• 3. sensory/perceptual
• 4. pscyhometer - measure the correlation of though with body movement (flight simulator)

attempt to directly assess an applicants ability to comprehend job requirements

place applicants in hypothetical job - related situations where they are asked to choose a course of action from several alternatives

• designed to tap integrity attribute honesty and moral character
• most polygraphs illegal

• 2 major types
• - clear purpose (overt)
• - general purpose (veiled)

high: uses realistic equipment and scenarios to simulate the actual tasks of the job

Low: simulates the task in a written or verbal description and elicits a written or verbal response rather than an actual response

a collection of predictors used to forcasts success used for higher level jobs because of the high costs involved

days rather than hours. big part: simulations.

most common - In-Basket exercise

• In basket - containts memoranda, reports, phone messages and letters that require a response.
• - timed /
• role playing/
• fact finding /
• oral presentation
• Group

a predictor discriminates between people in terms of the likelihood of their success on the job.

predictor may also discriminate by screening out a disporportionate number of minorities and women

• scores on one predictor are simply added tos cores on another predictor to yield a total score.
• high score can compensate for a low score

advantage: reconizes that people have multiple talents

• an applicant must earn a passing score on each predictor before advancing in the selection process.
• Such an approach is taken when each requirement measure by a predictor is critical to job success

• Clinical prediction
• unit weighting
• rrational weighting
• multiple regression

managers use their expert judgement to arrive at a total score

• adv. : it draws on the expertise of managers to weight and combine prediction scores
• dis: managers opinion

each predictor is weighted the same at a value of 1.00 scores are added

• adv: simple
• dis: assumes each predictor contributes equally

each predictor receives a differential rather than an equal rating. managers and experts establish the weights.

• WEIGHTS * RAW SCORE
• W * P = total score

• predictors receive different weights
• difference: weigbhts are established ont he basis of statistical procedure rather than judgement