HROB 2100 Chapter Notes - Chapter 9: Fide, Absenteeism, Construct Validity

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2100
• Professor: Tom Medcof

Document Summary

Step 1: preliminary applicant screening generally performed by the hr department forms and resumes are reviewed, only the applicants who most closely match the job specifications are given further consideration. Most large firms use technology to screen larger numbers of candidates. Step 2: selection testing common screening device used to asses job-related skills, intelligence, personality characteristics, mental abilities, interests, and preferences. All reputable tests will provide information to users about the reliability and validity of the test. Reliability: degree to with interviews, tests, and other selection procedures yield comparable date over time. Degree of dependability, consistency or stability of the measures used. Repetition is used to ensure internal consistency(ie diff wording for same basic meaning) Validity: the accuracy with which a predictor measures what is intended to measure (ie. job performance) Differential validity: confirmation that the selection tool accurately predicts the performance of all possible employee subgroups (women, minorities ) 3 types of validity: criterion-related, content, construct validity.