MHR 411 Lecture Notes - Lecture 9: Executive Order 11246, Absenteeism, Organizational Citizenship Behavior

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In a real sense, substantive and contingent assessment are the heart of staffing decisions. This is because substantive and contingent selection are the highlight of actual hiring decision. Substantive assessment methods are used to reduce the candidate pool to finalists for the job. Discretionary assessment methods are used in some circumstances to separate those who receive job offers from the list of finalists. Contingent methods are used to make sure that tentative offer recipients meet certain qualifications for the job. Substantive assessment methods are used to make more precise decisions about applicants. Substantive assessment methods are also developed using the logic of prediction and selection plan, similar to initial assessment methods. Predictors typically used to select finalists from the candidate pool include personality tests; ability tests; emotional tests; integrity tests; interest, values, and preference inventories; structured interviews; and team assessments. The big five factors are extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

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