Predicting Performance Using References and Letters of Recommendation Reasons for Using References and Recon 5 Reference check is the process of confirming the sceuracy of information provided by an applicant Reference is the expression of an opinion, either ‘orally or through a writen checklist, regarding an spplicant's ability, previous performance, work habits, character, of potential for future succes. Letter of Recommendation is a lotr expressing ‘an opinion regarding an applicant's ability, previous performance, work habits, character, of potential for future success. The content and format ‘of a leter of recommendation are determined by the lever writer. lations ‘Confiening Details on a Résumé ‘© Résumé fraud-The intentional placement ‘of unt information on a résumé ‘Checking for Diseipline Problems ‘+ Negligent hiring- situation in wich an employe with a previous criminal record feommits a crime as part of ‘his/her employment Discovering New Information About the Applicant Predicting Future Performance + Validity. coefficlent- The coreation between scores on a selection method (eg. interview, cognitive ability test) and 2 measure of job performance (c¢., supervisor rating, absenteeism), + Corrected validty~ A term usually found with metannalysis, referring ta ccortelalion coeliciet that bas been ccomecied for predictor and criterion cliabilily andor range restriction Corrected validity is sometimes called “rue validity Ethical Issues Predicting Performance Using Applicant Training and Education For many jobs. itis common that applicants must havea minimum level of education oF training to be considered. That is, an organization might require that ‘managerial applicants have a bachelor's degree to pass the al applicant sereening process. Predicting Performance Using Applicant Ability can lea or perform a job 1 Ability tests tap the extent to which an applicant ated sil, ‘Cognitive ability includes such dimensions as oral and writen comprehension, oral and written ‘expression, numerical facility, originality, ‘memorization, reasoning (mathematical, deductive, inductive) and general learning. Cognitive ability test Tests designed 10 measure the lovel of intelligence or the amount of knowledge possessed by an Perceptual ability” measure of facility with such processes as spatial relations and form perception. Psychomotor abifty- measure of facility with such processes as finger dexterity and motor ‘oordinal Physical ability tsis- Tests that measure an applicant's level of physical ability requned for a job. ‘+ Job simulation - applicants actually demonsiraie job-related physical behaviors + physical agility tests ‘Predicting Performance Using Applicant Ski Rather than measuring an applicant's current Inowledge or potential to perform a job (ability), some selection techniques measure the extent to which an pola end bs ob elted l Development and Components of assess Predicting Performance Ush 1 ‘Work sample- the applicant performs actual job- related tasks. For example. an applicant fora job as tutomotive mechanic might be asked to fix a tom fan belt secretarial applicant might be asked to type a leter and a truck-drver applicant might be asked to back a truck up toa loading dock, Assessment center is a_ selection technique characterized by the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks center Tnvbasket technique- An assessment exercise designed. to simulate the information that daily eome aross a man employee's desk in order to observe the applicant's responses o such information. Simulation An exercise designed to place an ‘applicant ina situation that i similar to the one that will be encountered on the job. ‘Work sample- A method of selecting employees in ‘which an applicant is asked to perform samples of etal job-related tasks. Leaderless Group Discussion In this exercise applicants meet in small groups and are given a job-tlated problem to solve ofa job-related issue to diseuss. Business game- An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activites that take place in an organization Experience Ratings- The basis for experience ratings isthe idea that past experience will predict future experience. Support for this notion comes from a meta-analysis by Quinones, Ford. and Teachout (1998) that found a significant relationship berwcen experience and future job performance 20. Biodata- A method of seleetion involving application blanks that contain questions. that research has shown will predict job performance Development of a Blodata Instrument le approach- The gathering of biodata from cermployee files rather than by questionnaire Questionnaire approsch- The method of oblaining biodata from questionnaires rather than {rom employee files.3. Criterion group- Division of employees. into groups based on high and low scores on a particular criterion. 4. Vertical percentage method- For seoring biodata in whieh the percentage of unsuccessful employees Fesponding in a particular way is subiracted from the pereentage of suecessful employees responding inthe same way. 5, Derivation sample- A group of employees who Were used in creating the initial weights for a biodata insteument. 6. Hold-out sample- A group of employees who are not used in creating the initial weighs fora biodata instrument but instead are used to double-check the accuracy of the intial weights, Predicting Perform: Character Personality Inventories - A_psychologieal_ assessment designed to measure various aspects of an applicants personality 1 Tests of normal personality. msasure the ta exhibited by normal individuals in everyday life Examples of such traits are extraversion, shyness assertiveness, and friendliness. Minnesota Multiphasie Personality Inventory-2 (MMPI-2) The most widely used objective test of psychopathology. Tests_of Psychopathology determine whether individuals have serious psychological problems such as depression, bipolar disorder, and schizophrenia, +) Projective tests- A subjective test in which a subject is asked to perform. relatively unstructured tasks, such a8 drawing pictures, and in which a psychologist analyzes his or het responses, + Rorschach Inkblot Test- A. projective personality tes ‘+ Thematic Apperception Test (TAT) A projective personality test in which test- takers ae shown pictures and asked to tell stories. It is designed to measure various nce levels. + Objective tests- A type of personal that is structured fo Timi the respondent to 4 few answers that will be scored by Standardized keys 3. Interest inventory~ A. psychological test designed to identify vocational areas in which an individual ‘might be imerested. Strong. Interest Inventory (SII)- A populst intrest inventory used 10 help people choose carers. + Vocational counseling: The process of helping an individual choose and prepare for the most suitable erese. 4. mtegrty test- Also called an honesty tests a prychological test designed to predict an applicant's tendency to steal. (Shrinkage: The mount of goods lost by an organization as result ‘of thot breakage, o other loss) + Polygraph- An electronic test intends to determine honesty. by measuring an individual's physiological changes afer boing asked questions ice Using Personality, Interests and * Voice stress analyzer- An electronic test to determine honesty by measuring. an individua’s voice changes afler being asked questions. + Overt integety test- A type of honesty test that asks questions about applicants’ altitudes toward thefl and their previous thet history. + Personality-based Integrity test- A ype of honesty test that measures personality traits thought to be related to antisocial behavior. 5. Conditional reasoning test- Test designed to reduce faking by asking test-takers 10 select the reason that best explains statement 6. Credit History- According to a survey by the Society for Human Resource Management, 47% of employers conduct eredit checks for atleast some Jobs (SHRM, 2012). These credit checks are tondueted for two reasons: (1) Employers believe that people who we money might be more likely to steal or accept bribes, and (2) employees with 00d credit are more responsible and conscientious and thus will be better employees. Graphology- Also called handwriting analysis, 2 method of measuring personality by looking a Predicting Performance Limitations Due to Medical und Psychological Problems 1. Drug Testing 2 Psychological Exams 3. Medical Exams Chapter 6 EVALUATING SELECTION TECINIQUES AND DECISIONS: ‘Characteristics of Effective Selection Techniques 1. Reliability: The extent to which a score from a test ‘or from an evaluation is consistent and fiee from + Teat-retest reliability The extent to which repeated administration of the saime test I achieve similar results. (Temporal stability The consistency of tet scores across time) ‘+ Alternateforms relibity- The extent to ‘hich two forms of the same test are Similar. (Counterbalancing- method of coniroling for order effects by giving hal ‘ofa sample Test A frst followed by Test B, and giving the ether hal ofthe sample Test B fit, followed by Test A. Form tabilty- The extent f© which the scores fon two forms of a test are simi.) + Intemal Relibilty- A third “way delermine the relibility of a ust or inventory iso look at the consistency with ‘which sn applicant responds to items ‘measuring a similar dimension — or construct (eg. personality trait area of knowledge). The extent to which similar items are answered in simile ways is refered to a intemal consistency and ‘measures item stability. Item stability the {extent fo Which responses to the samt test