Predicting Performance Using Applicant Skill

• Applicant performs actual job-related tasks.

  Work Samples
• A selection technique characterized by the use of multiple assessment methods that allow multiple assessors to actually observe applicants performed stimulated job tasks.

  Assessment Centers
• The first step in creating an assessment center is to do a _.

  Job Analysis
• Are chosen to rate the applicants going through assessment center.

  Assessors
• Is designed to stimulate the types of daily information that appear on a Manager's or employee's desk.

  In-Basket Technique
• In this level, it holds paperwork that must be handled.

  "In" level
• In this level, it contains completed paperwork.

  "Out" level
• The real backbone of the assessment center because they enable assessors to see an applicant "in action".

  Stimulations
• When a stimulation does not involve a situation exercise.

  Work Sample
• Applicants meet in small group and are given a job-related problem to solve or a job-related issue to discuss.

  Leaderless Group Discussions
• Allow the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others.

  Business Games
• The basis of this is the idea that past experience will predict future experience; One must consider the amount of experience, the level of performance demonstrated during the previous experience, and how related the experience is to the current job.

  Experience Ratings
• A selection method that considers an applicant's life, school, military, community, and work experience.

  Biodata
• Is a good predictor of job performance as well as the best predictor of future employee tenure.

  Biodata
• An application blank or questionnaire containing questions research has shown measure the difference between successful and unsuccessful performers on a job.

  Biodata Instrument
• It measure the traits exhibited by normal individuals in everyday life.

  Tests of normal personality
• It determine whether individuals have serious psychological problems.

  Tests of psychopathology
• It provide the respondent with unstructured tasks; time consuming, expensive and rarely used.

  Projective tests
• Are structured so that the respondent is limited to a few answers that will be scored by standardized keys.

  Objective tests
• These tests are designed to tap vocational interests.

  Interest Inventories
• The most commonly used interest inventory; asks individuals to indicate whether they like or dislike 325 items.

  Strong Interest Inventory (SII)
• Are useful in vocational counseling (helping people find the careers for which they are best suited).

  Interest Inventories
• Tell an employer the probability that an applicant would steal money or merchandise.

  Integrity Tests or Honesty Tests
• Are based on the premise that a person's attitudes about theft as well as previous theft behavior will accurately predict his future honesty.

  Overt Integrity Tests
• Are more general in that they tap a variety of personality thought to be related to a wide range of counter productive behavior.

  Personality-based Integrity Tests
• We're initially developed by James to reduce the inaccurate responses and get a more accurate picture of a person's tendency to engage on aggressive or counterproductive behavior.

  Conditional Reasoning Tests
• Provide test takers with a series of statements and then ask the respondent to select the reason that best justifies or explains each of the statements.

  Conditional Reasoning Tests
• The idea behind this is that the way people write reveals their personality, which in turn should indicate work performance.

  Graphology or handwriting analysis
• Most people have harmful intentions behind their behavior.

  Hostile Attribution Bias
• It is important to show strength or dominance in social interactions

  Potency Bias
• It is important to retaliate when wronged rather than try to maintain a relationship.

  Retribution Bias
• Powerful people will victimize less powerful individuals.

  Victimization Bias
• Evil people deserve to have bad things happen to them.

  Derogation of Target Bias
• Social customs restrict free will and should be ignored.

  Social Discounting Bias
• One of the most controversial testing methods used by HR professionals.

  Drug Testing
• It usually consists of an interview by a clinical psychologist, an examination of the applicant's life history, and the administration of one or more of the psychological tests.

  Psychological Exams
• In these exams, the physician is given a copy of the job description and asked to determine if there are any medical conditions that will keep the employee from safely performing the job.

  Medical Exams
• The extent to which a score from a selection measure is stable and free from error.

  Reliability
• Each one of several people take the same test twice. The scores from the first administration of the test are correlated with scores from the second to determine whether they are similar.

  Test-retest Reliability
• The test is said to have _, if the test scores are stable across time and not highly susceptible to such random daily conditions.

  Temporal Stability