Psychology 2080A/B Study Guide - Final Guide: Personnel Selection, Utility, Cognitive Training
28 Mar 2016
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Document Summary
Chapter 18 tesing in industrial and business seings. Helps people make selecion and promoion decisions in business and industry. Complicated because the applicant and the employer are moivated to slant their presentaion in order to make an impression and not be honest. Most research supports a structured format for employment interview. Loss of lexibility is balanced by increases in reliability. Structured interviews produced validity coeicients twice as high as unstructured. Interviewee performance may play a role, even in structured interviews. Employment interviews involves a search for negaive or unfavorable evidence about a person, if a negaive evidence is found that individual probably won"t be hired. Webster (1964) noted that as few as 1 unfavorable impression lead to inal rejecion in 90% of cases. This dropped to 25% when early impressions were favorable. Early bias should be avoided as it may result in rejecing a competent individual. Negaive factors that commonly lead to rejecion include:
