Process of obtaining and evaluating information about applicants.

is consistent over time.

Ways to test: correlations to 2 test scores, closer to 1 the better.

test-retest: given a test, down the road given exact same test and see how scores correlation.

parallel or equivalent forms: measure the same ability but given 2 different versions at different times.

  -problem solving, quantitative skills, reading comprehension.

  -work well for predicting job performance. Work for all jobs (validity generalization)

*these tests can have disparate impact- whites tend to score higher than other races

sociability- do you seek out and enjoy the company of others.

outgoing, sociable, assertive, talkative

how compasionate towards others. high tend to be sympothetic, friendly, warm.

-want in the middle for a manager.

how detail and achievement oriented someone is. Organized, hardworking, perserverance.

-want high for a job.

*best predictor of performance in any job.

ask you to do a task that would be performed on the job.

-good to use when it's tests people on what they need to know for day one.

-one of the most valid tests.

*expensive and time consuming.

1-2 days (about) given multiple tests, while many people are watching taking notes and rating performance.

-vaild and work, good to use as a realistic job preview.

lie desector tests

-look at physiological measures to detect if someone is lying. ex: heart rate, perperation

**not valid predictors

not allowed to use for interview purposes except for: security services can still use them, gov can use, or if company manufactures or distrubes controlled substances.

private companies can use if there is a financial crime going on, but there needs to be other evidence to support the claim.

designed to find out if hired will someone be dishonest or steal from the company.

-paper and pencil test

1) overt: ask about attitudes and behaviors towards dishonest behaviors

2) personlaity based: measure personality traits that are usually associated with dishonesty. (impulsive, risk taking)

Past employee making false statments about someone either in writing or words that result in an employee being hurt in some way.

-as long as something is true, you can give out postive or negative information.  

could be held liablie when you hire someone when you knew or should have known that someone is unfit for work and a third party gets hurt.

-try to talk to managers, and be careful how you word questions.

-applies anytime you hire a third party to do a background check.

1) must let applicants know ahead of time that this will happen

2) need applicants written permission

3) if decide not to hire based on check, need to give a copy of report used to make decision and a copy of applicants rights covered under the law.

Getting a credit report to see resposibility of person.

can use in CO, but some states cannot

Assesment

Design

Development

Implementation

Evaluation

consistency of measurment (across time/judges)

-error=noise, unreliablity

Selection reliablilty:

deficiency error

the extent to which the technique measures the intended KSA

-scores on a test correspond to actual job performance

** a technique that is not valid is useless and may even present legal problems (discrimination cases will look at this)

Seleciton validity:

content validity

assesses the degree to whcih the content of the selection method is representative of the job content.

*all should ahve content validity.

Selection validity:

Empirical validity

Empirical validity:

concurrent validity

made polygraph in interview illegal

-except saftey and gov jobs.