selection & placement 2

8/8/2019 Selection & Placement 2

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RELIABILITY --- Example: Measurement of Students Aptitude


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VALIDITY

- the extent to which a performance measure assesses all the relevant andonly the relevant aspects of job performance

CRITERION-RELATED VALIDATION

o a method of establishing the validity of a personnel selection method

by showing a substantial correlation between test scores and job

performance scores

a. PREDICTIVE VALIDATION

y a criterion-related validity study that seeks to establish an

empirical relationship between applicants test scores and

their eventual performance on the job

b. CONCURRENT VALIDATION

y a criterion-related validity study in which a test is

administered to all the people currently in a job and then

incumbents scores are correlated with existing measures of

their performance on the job


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CONTENT VALIDATION

o a test-validation strategy performed by demonstrating that the items,

questions or problems posed by a test are a representative sample of the

kinds of situations or problems that occur on the job


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GENERALIZABILITY

- the degree to which the validity of a selection method established inone context extends to other contexts

VALIDITY GENERALIZATION

o an alternative for validating selection methods for companies that

cannot employ criterion-related or content validation


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UTILITY

- the degree to which the information provided by selection

methods enhances the effectiveness of selecting personnel in real

organizations


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UTILITY --- Example: Sales Revenue vs Extroversion Score


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LEGALITY

- all selection methods should conform to existing laws and existing

legal precedents


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TYPES OF SELECTION METHODS

INTERVIEWS

- defined as a dialogue initiated by one or more persons to gather information and

evaluate the qualifications of an applicant for employment


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GENERALGUIDELINES FOR CONDUCTING INTERVIEWS

1. Choose a setting with little distraction.

2. Explain the purpose of the interview.3. Address terms of confidentiality.

4. Explain the format of the interview.

5. Indicate how long the interview usually takes.

6. Ask them if they have any questions before you both get started with the interview.

7. Don't count on your memory to recall their answers.

REMINDERS:

Keep the interview structured, standardized, and focused on accomplishing a

small number of goals

Ask questions dealing with specific situations that are likely to arise on the job and

use these to determine what the person is likely to do in that situation

Use multiple interviewers


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REFERENCES, BIOGRAPHICAL DATA,

AND APPLICATION BLANKS

- References can be very subjective since the applicant can choose who writes

the letter the reticence of the writer to include damaging information that

could rebound and affect their company

- Biographical information may motivate some applicants to misrepresent

themselves

selection & placement 2

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