MGT 3424 Study Guide - Midterm Guide: Job Analysis, Job Performance, Myers–Briggs Type Indicator
Document Summary
Initial assessment methods: resume & cover letters. Cover letters are not read but are considered incomplete without them. Exaggeration: changing start/end date: reference and background checks: Personal references might have a positive bias, lack of standardization, too vague: ways to improve: replace open-ended questions with structured questions. 96% of companies conduct reference checks should try and be standardized. Enhance usefulness by: ask applicants same questions, brief interviews, ask questions that reflect ksaos. Chapter 9 external selection ii: substantive assessment methods, personality tests: Big five extraversion (getting ahead), agreeableness (getting along), conscientiousness (getting things done), emotional stability (getting along), and openness to experience (receptivity to change) Capture up to 75% of individual"s personality. Behavioral, not moods or cognitions: ability tests: 4 major types of ability tests: cognitive (*most valid), psychomotor(0. 5), physical(. 4-. 8), and sensory(. 4) Cognitive ability tests(0. 5) generalizes across organizations, job types, and types of applicants: high validity. *don"t use as only selection device: emotional intelligence tests.
