RSM100Y1 Chapter 6: Chapter 6 notes (book + slides)
Document Summary
Criteria for evaluating selection methods: validity : performance on measure is related to what it is designed to assess. predictive validity : looks at test scores of all applicants and compares their rest score of those who are currently working in order to predict future performance. concurrent validity : administer test to ppl currently holding a job, and then compare their score to existing measures of job performance: utility measurement should cost less than benefits, legal. Resumes first impression of the applicant (style, neatness, organisation, vocabulary/phrases used to convey information) read each resume looking for this criteria. Aptitude tests how well a person can learn/acquire skills. Achievement tests measure existing knowledge/skills www. notesolution. com. Personality tests describe behavioural traits, may capture up to 75% of personality: big five personality inventory. conscientiousness : broadly promising, across all occupational groups. emotional stability: promising for many jobs, esp: sales, mgt, teaching.
