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• Employee recruitment methods include: media advertisements, employee referrals, employment agencies, and job fairs
• Employee referrals are effective due to longer tenure, accurate job information, and accessibility through social media networks
• Structured interviews are more effective in predicting employee performance compared to unstructured interviews
• To perform well in interviews, candidates should research the company, dress appropriately, and use good nonverbal behavior
• Steps to construct a valid, structured interview:

  • Conduct a thorough job analysis
  • Determine the best way to measure applicant's ability
  • Tap relevant competencies in the interview
  • Create structured interview questions
  • Standardize the scoring system
  • Build rapport with applicants
  • Explain the interview process
  • Use a panel of interviewers
  • Utilize ratings to identify the successful candidate
• Steps to write a resume and cover letter:

  • Start with a short summary of strengths
  • Include sections on education and experience
  • Begin cover letter with a one or two-sentence opening paragraph
  • Explain qualifications and reasons for job fit
  • Express interest in the company and provide contact information
  • Ensure attractive formatting and avoid common mistakes
• Principles for writing an effective help-wanted ad:

  • Provide realistic information
  • Include detailed descriptions
  • Include information about the selection process
  • Use creative and high-energy ads
  • Consider the target audience
  • Highlight unique selling points
  • Be clear and concise
  • Include contact information
  • Proofread and edit
  • Consider the medium
• The key-issues approach to scoring interview questions is better than the typical-answer approach as it focuses on specific key issues for a comprehensive evaluation
• Psychological principles of impression formation important in writing a resume include priming, primacy, short-term memory limits, relevance, unusualness, and positivity
• References and letters of recommendation are not good predictors of performance due to factors such as leniency, poor reliability, fear of legal ramifications, and extraneous factors
• When choosing a selection method, factors such as reliability, validity, cost, and potential for legal problems should be considered
• Cognitive ability tests, job knowledge tests, biodata, work samples, and assessment centers are some of the better techniques for predicting future performance
• Personality inventories, interest inventories, references, and graphology are not highly related to employee performance
• Drug testing and medical exams are commonly used to screen employees prior to starting a job
• Writing a well-designed rejection letter can have important organizational consequences
• The trait approach can be used to score letters of recommendation by evaluating specific traits or characteristics mentioned in the letters
• To choose the right type of employment test for a particular situation, factors such as reliability, validity, cost, and potential legal problems should be considered
• There are different types of tests used to select employees, including cognitive ability tests, job knowledge tests, work samples, assessment centers, personality inventories, interest inventories, references, and graphology
• To create a biodata instrument, there are two approaches: the file approach and the questionnaire approach
• To write a well-designed rejection letter, steps include addressing the applicant personally, expressing appreciation for their application, providing a compliment about their qualifications, informing about the hiring decision, wishing them luck for the future, and promising to keep their resume on file
• Providing reference information is important to help prospective employers make informed decisions about potential hires and prevent negligent hiring
• Factors in choosing a selection method include reliability, validity, cost-efficiency, fairness, and legal defensibility
• The most valid selection battery includes a cognitive ability test and either a work sample, an integrity test, or a structured interview
• Employers should test employees for drugs to ensure a safe and drug-free workplace, reduce employee drug use, and comply with legal requirements
• Integrity tests have drawbacks in terms of fairness and accuracy, impacting public relations and applicant perception
• The evaluation of selection techniques and decisions involves assessing reliability, validity, cost-efficiency, fairness, and legal defensibility of selection methods to predict job performance and make informed hiring decisions
• Reliability:

  • Refers to the extent to which a selection measure produces consistent and error-free results
  • Three common methods for determining test reliability: test-retest method, alternate-forms method, and internal consistency method
• Validity:

  • Degree to which a selection method accurately predicts job-related behavior and measures the intended construct
  • Five ways to validate a test: content validity, criterion validity, construct validity, known-group validity, face validity
• Cost-efficiency:

  • Considers costs associated with purchasing, administering, and scoring selection tests
• Fairness:

  • Ensures selection methods do not discriminate against protected groups and comply with legal requirements
• Legal defensibility:

  • Ability of selection methods to withstand legal challenges and adhere to relevant laws and regulations
• Evaluation of selection techniques involves assessing reliability, validity, cost-efficiency, fairness, and legal defensibility to ensure effectiveness, fairness, and legal compliance
• Steps to determine the reliability of a test:

  • Test-retest method: Administering the same test on two separate occasions
  • Alternate-forms method: Administering two different forms of the same test
  • Internal consistency method: Splitting the test into two halves and correlating the scores
• Scorer reliability:

  • Refers to the extent to which two or more people scoring a test agree on the test scores
  • Particularly important for subjective tests or tests with no one correct answer
• Five ways to validate a test:

  • Content validity: Examines the extent to which test items sample the content they are supposed to measure
  • Criterion validity: Correlates test scores with measures of job performance
  • Construct validity: Assesses the extent to which a test measures the intended construct
  • Known-group validity: Compares test scores of different groups known to differ on the construct being measured
  • Face validity: Assesses the extent to which a test appears to measure what it is intended to measure
• How to find information about tests:

  • Refer to reliable sources such as the Nineteenth Mental Measurements Yearbook (MMY) or Tests in Print VIII
  • Sources contain information on reliability, validity, and reviews by test experts
• How to determine the utility of a selection test:

  • Use Taylor-Russell tables to estimate correct decisions based on accuracy and successful employees
  • Use Brogden-Cronbach-Gleser Utility Formula to calculate cost savings by using the test
• Steps to evaluate a test for potential legal problems:

  • Understand factors affecting test reliability
  • Validate the test using content, criterion, construct, known-group, and face validity
  • Find information about the test's purpose, administration, scoring, and potential biases
  • Determine the utility of the selection test in predicting job performance
  • Evaluate the test for potential legal issues such as measurement bias or predictive bias
• Steps to use test scores to make personnel selection decisions:

  • Administer valid and fair selection tests
  • Combine test scores using statistical procedures like multiple regression
  • Evaluate different approaches like top-down selection, rules of three, passing scores, and banding
  • Consider reliability, validity, cost-efficiency, and fairness when using selection tests
• Difference between reliability and validity:

  • Reliability: Consistency and stability of test scores over time
  • Validity: Degree to which a test measures what it is intended to measure