Staffing Organizations (4th ed.)
Chapter 9
· ___________ 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.