Staffing Organizations (4th ed.)
· ___________ tests are used to reduce the candidate pool to finalists for a job.
o Substantive tests include personality, ability, job knowledge, interest/values/preference inventories, and integrity tests.
o Surveys are the most common means of assessing personality.
o Personality test validity = .10—.15.
o In the past, the MMPI was the most widely used personality test for making selection decisions, but questions have risen regarding its appropriateness for job-related purposes.
o Remember that HR professionals are not clinical psychologists!!
v The Big Five personality test includes measures of (1) _____________ , (2) _____________ , (3) _______________ , (4) _______________________ , and (5) ____________________________________________ .
§ Big Five factors can capture up to ____% of an individual’s personality, and are reasonably valid predictors.
§ ___________ predicted performance across all occupational groups in studies.
§ The Big Five has higher validity for selection than does the MMPI.
v ___________ tests include aptitude and achievement testing.
o Job knowledge testing generally has high validity.
v ___________ tests measure general intelligence (verbal, quantitative, reasoning abilities).
o Applicants may react negatively to cognitive testing.
o Validity is about .50 for cognitive tests.
o Research has shown that structured’ interviews do not add validity in predicting job performance beyond cognitive ability tests.
o Wonderlic Personnel Test is the most widely used test of general mental ability for selection decisions.
o Cognitive testing is well worth the cost, but HR needs to watch for adverse impact results.
v Integrity as a construct is not generally well understood.
o Integrity testing has increased a lot in the past decade.
o Integrity tests are usually in __________________ format.
· Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job; not always used.
· ___________ are the main way that applicants learn about the job and the organization.
o Applicants tend to act positively to interviews.
o Applicant appearance may be a source of error or bias in an unstructured interview.
o Situational interviews assess the applicant’s ability to project what his or her behavior is likely to be in the future.
o There is a high correlation between structured interviews and cognitive ability tests.
· The Americans with Disabilities Act (ADA) makes is illegal to make medical inquiries or require medical exams prior to making a job offer.
o Organizations may not screen out individuals with disabilities, unless there is a BFOQ, which must be job related and consistent with business necessity.
o Drug testing is an exception to the medical inquiries rule.
§ Drug testing is legal and can be very reliable, if the proper procedures are followed.
§ Drug and alcohol testing procedures are used in both union and non—union environments.