Chapter 6 notes (book + slides)

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3 Jan 2011
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CHAPTER 6 : SELECTION
SELECTION
Screening applications and resumes
Testing and reviewing work samples
Interviewing candidates
Checking references and backgrounds
Making a selection
Criteria for evaluating Selection methods
1) VALIDITY : performance on measure is related to what it is designed to assess
- Content validity
- Criterion Related Validity:
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
2) UTILITY measurement should cost less than benefits
3) LEGAL
-may not gather information about applicants protected status (even
indirectly)
-interview notes may not distinguish on these either
-applicants provide consent for background check (often unveils info about
protected status)
4) GENERALIZABLE valid in other contexts (across many jobs)
5) RELIABILITY consistent results
I ) SCREENING APPLICATIONS AND RESUMES:
Resumes first impression of the applicant (style, neatness, organisation,
vocabulary/phrases used to convey information)
Resume Fraud
Screening:
identify criteria for excellent job performance
read each resume looking for this criteria
concrete accomplishments, identifiable skills
review appearance
II) TESTING & REVIEWING WORK SAMPLES
-Aptitude tests how well a person can learn/acquire skills
-Achievement tests measure existing knowledge/skills
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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.

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