SCLT 2362 Lecture Notes - Lecture 13: Structured Interview, Graduate Management Admission Test, Agreeableness
21 Feb 2017
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3:13 pm: overview of the selection process. Obtain reliable and valid info: initial screening. Resumes, complete app, interview, background, tests, decision. Interrater reliability: agreement among 2 or more raters. Distinguish btwn successful and not employees: employment interviews. Used when small # of applicants, serves as pr, and interviewers maintain great faith and. Given hypothetical incident and asked how would respond. Behavioral description interviews (bdi): focus on work incidents in their past. Diversity management: questions get into legal trouble: post-interview screening. Negligent hiring: org not doing adequate background checks. Those who handle money-banking employees: preemployment tests. Perform tasks would do on the job. Used to evaluate candidates as participate in series of situations. Five factors: extroversion, agreeableness, conscientiousness, neuroticism, openness. Extent to which test correlates with elements of work behavior. Concurrent validity: getting criterion data from current employees at same time test scores obtained. Predictive validity: testing applicants and getting criterion data after applicants hired and on job.
