Post on 14-May-2015
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SELECTION METHODS
“Faking selection tests is so widespread that it is amazing that test scores obtained cannot really
relate to job performance.”
Copyright 2008, ScientificSelection.com 770-792-
6857
Job Attitudes
Candidate Iceberg
Interviews/ impressions
Job Skills
Copyright 2008, ScientificSelection.com 770-792-
6857
Look Under the Water Line
Attitudes
Interests
Motivations
Details
Communication
Problem Solving
Learning
The Selection Process• The selection process is a series of steps
through which applicants pass before he is recruited
• THE STEPS• 1. Placing an ad
1. Receiving the resume and sifting
2. Selection Tests
3. Reference and Background Checks
4. Supervisory Interview
5. Hiring Decision
CRITERIA FOR SELECTING TESTS
• Performance. Validity and Reliability
• Flexibility. Future configurations
• Commitment. Retention and motivation
• Condition of Labor Market. Availability
TYPE OF TESTS
1.COGNITIVE TESTS2.PERSONALITY3.ACHIEVEMENT TESTS4.WORK SAMPLE5.ASSESSMENT CENTERS
TYPE OF TESTS (cont)
6. Interviews 7. Bio data 8. References Check
Copyright 2008, ScientificSelection.com 770-792-
6857
Common Assessment Tools (some good…some not so much)
Off the Wall• Handwriting• Astrology• Pseudo –psych tests
Usually Unrelated• Age • Education• Self assessment• Grade point avg.• Recommendations
Little data –big assumptions • General Interview • Personality test • Motivation test • Reference check
Hard to fake - Job related• Biographical data• Situational int.• Behavioral int. • Mental ability• Simulation• Work Sample• Assessment Center
MOST IMPORTANT SELECTION METHODS
Interview
Assessment
Center
Psychology Tests
Application Form
References
N / %
Most important selection method (%)
85 7 3 5 0178 / 100
Second most important method (%)
15 1 35 32 17148 / 100
Third most important method(%)
0 0 35 20 4596/ 100
The Effectiveness of Personnel Selection
Method Validity CostLegal
Defensibility Reaction
Application blanks LowLow
? Neutral
Weighted application High High High Neutral
Biographical/Interest blanksHigh
Moderate ? Negative
Letters of recommendationLow
Low Low Positive
Cognitive ability testsHigh
Low High Negative
Job knowledge testsHigh
High High Positive
Performance tests/work samplesHigh
High High Positive
Assessment CentersHigh
High Low Positive
Interviews_unstructured; one rater Low Low High Negative
Structured interviews Behavioral or situational High High High Positive
ACCURACY OF SELECTION ACCURACY OF SELECTION METHODS PREDICTED VALIDITY METHODS PREDICTED VALIDITY
PERFECT PREDICTIONPERFECT PREDICTION
ASSESSMENT CENTRES/ SAMPLE TESTASSESSMENT CENTRES/ SAMPLE TEST
ABILITY TESTSABILITY TESTS
PERSONALITY TESTS (COMBINATION)PERSONALITY TESTS (COMBINATION)
BIODATABIODATA
STRUCTURED INTERVIEWSSTRUCTURED INTERVIEWS
TYPICAL INTERVIEWSTYPICAL INTERVIEWS
REFERENCESREFERENCES
ASTROLOGYASTROLOGY
READING HANDSREADING HANDS
100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00CHANCE PREDICTIONCHANCE PREDICTION
Definition of Intelligence Test
• A standardized test used to establish an intelligence level A standardized test used to establish an intelligence level rating by measuring a subjectrating by measuring a subject’’s ability to form concepts, solve s ability to form concepts, solve problems, acquire information, reason & perform other problems, acquire information, reason & perform other intellectual operations.intellectual operations.
Top 6 Characteristics of Intelligences
• Human characteristics appear to be multi-dimensional or multiple Human characteristics appear to be multi-dimensional or multiple intelligencesintelligences……
• 1. Linguistic Intelligence • 2. Visual/Spatial Intelligence • 3. Musical • 4. Logical/Mathematical• 5. Interpersonal Intelligence • 6. Intrapersonal
Source:// www.wikipedia.comTheory of multiple intelligences.
Intelligence Quotient (IQ)• The ratio of a person’s
mental age to their chronological age.
Mental Mental Age Age IQ = ---------------- x100 IQ = ---------------- x100
Chronological Chronological Age Age
130+ Very Superior
120-129 Superior
110-119 High Average
190-109 Average
80-89
Low Average
70-79 Borderline
under69
Extremely low
Source:// www.ask.com. General psychology testing & intelligence, Psy-100.
Brain & Intelligence trivia • IQ has been shown to increase with more schooling, better educated parents
and better toys.• A higher IQ employee will be more productive than a lower IQ employee even after A higher IQ employee will be more productive than a lower IQ employee even after
years on the same job.years on the same job.• Studies show that IQ is modestly related to the speed at which you do some
pretty simple things such as comparing two lines to see which is longer.• Feeling rejected has an effect on your IQ score. Ohio researchers claim IQ can Feeling rejected has an effect on your IQ score. Ohio researchers claim IQ can
decrease by 25 percent after being rejected. It's harder to think straight after rejection.decrease by 25 percent after being rejected. It's harder to think straight after rejection.• IQ tests can’t measure all forms of intelligence. It’s widely agreed that
standardized tests can’t measure all forms of intelligence including creativity, wisdom, practical sense and social sensitivity.
• Certain smells may improve your ability to pass exams. British research indicates Certain smells may improve your ability to pass exams. British research indicates students revising for exams could use scent to improve their marks, but also that students revising for exams could use scent to improve their marks, but also that smells associated with failure can worsen results. The smell of rosemary is also said smells associated with failure can worsen results. The smell of rosemary is also said to enhance mental performance.to enhance mental performance.
Source:// www.bdpplz.com
SpatialSpatial
PerceptualPerceptual ReasoningReasoning
QuantitativeQuantitative
verbalverbal
Cognitive abilitiesCognitive abilities
Constituents of cognitive ability test
Assess thinking, problem-solving, decision-making and learning abilities.
Usually timed, although not necessarily.
Give an indication of the individual’s ability to manage the intellectual requirements of a role.
Can be biased by educational and cultural background.
Evaluation of Cognitive Ability Tests
Among the most valid methods of selection (criterion-related validity).
Appear to generalize across all organizations, all job types, and all types of applicants ( generalize validity).
Organizations using them enjoy large economic gains compared to organizations not using them (utility).
Validity is particularly high for jobs of medium and high complexity, validity also exists for simple jobs.
Intelligent employees have greater job knowledge.
General cognitive ability measures more useful than measures of specific abilities.
Cognitive Ability and Job Performance
Of all selection tests, cognitive ability tests are the best predictors of job performance.
The average correlation between cognitive ability test scores and job performance is about r = .5.
This correlation is generally higher than interviews, personality tests, and other selection methods.
Personality tests
• What??. A person’s consistent pattern of behavior.
• Moderate validity, legally less defensible.
• Intangible like motivation, interests and interpers skills.
• MBTI, Big Five,
What is WORK SAMPLE TEST?
Work Sample Tests are designed to have high content validity through a close relationship with
the job.
Type of Tests- Work Sample
• Perform a few sample of work in test.
• Paper-pencil test. Kind of multipile choice options for certain situations.
• Oral communication skills
• Events observeable, job related behaviors.
• All components have high content validity
ADVANTAGES OF WORK SAMPLE TESTS
• High reliability • Work Sample tests use equipment that is
the same or substantially similar to the actual equipment used on the job
• Low adverse impact • Difficult for applicants to fake job
proficiency which helps to increase the relationship between score on the test and performance on the job
DIS ADVANTAGES OF WORK SAMPLE TESTS
• Costly to administer; often can only be administered to one applicant at a time.
• These tests have less ability to predict performance on jobs where tasks may take days or weeks to complete .
• less able to measure aptitudes of an applicant
What is an Assessment Centre?
Employer:
“An alternative selection tool which allows the employerto test candidates in a variety of different situations”
Attendee:
“The most terrifying experience of my life during which,rather unfortunately, I acted as if I was a somewhatdisturbed individual having a particularly bad day”
Content of an Assessment Centre
• In basket Test. Leaderless Discussion. Interviews. Oral Presentations
• Psychometric Testing
• Exercises
Intelligence is a term describing a property of the mind comprehending related abilities, such as the capacities for abstract thought, reasoning, planning, problem solving, speech, and learning.
Emotional intelligence is the innate potential to feel, use, communicate, recognize, remember,
describe, identify, learn from, manage, understand and maintain emotions.
Emotional Intelligence
Emotional Intelligence’s Dimensions
• Self-awareness (know how you feel)
• Self-management (manage your emotions and impulses)
• Self-motivation (can motivate yourself & persist)
• Empathy (sense & understand what others feel)
• Social Skills (can handle the emotions of others)
Emotional intelligence is the innate potential to feel, use, communicate, recognize, remember,
describe, identify, learn from, manage, understand and maintain emotions.
Emotional Intelligence
• Increase the predictive validity of the whole process;
• Be cost-effective;• Be practical;• Make sense to the selectors and candidates;• Be acceptable to the selectors, the manager and
candidates;• Be acceptable and transparent to existing staff and
key others;• Enable good quality feedback to be given to
candidates;• Begin the induction;• Inform the development plan;• Contribute to the organization's image as a
reputable employer; and • Contribute to the personal development of the
managers and others involved.
FACTORS AFFECTING CHOICE