The most widespread selection method employed in
organizations, but they have some limitations in terms of
Reliability refers to the degree to which a measure is free
from random error.
The most commonly used method for estimating
reliability is test-retest reliability, which involves
Estimating the Reliability of Measurement
administering the same test to the same group of people
on two different occasions and comparing the results.
These standards are important for ensuring that
measurement instruments are accurate, consistent, and
trustworthy.
The extent to which performance on the measure is
related to performance on the job
One way of establishing the validity of a selection method
is to show that there is an empirical association between
scores on the selection measure and scores for job
performance.
There are two types of criterion-related validation:
predictive validation and concurrent validation.
Although criterion-related validity is established by
empirical means, content validity is achieved primarily
through a process of expert judgment.
One limitation of content validation is that it relies on the
expertise of the panel of experts, and their opinions may
not always be representative of the target population.
The degree to which the validity of a selection method
established in one context extends to other contexts.
Different situations (jobs or organizations)
Two primary “contexts”
Different samples of people.
1. Conduct a meta-analysis of previous validation studies
to determine the overall validity of the selection method.
2. Examine the characteristics (new setting or population)
to determine whether they are similar to the previous Validity generalization process
validation studies.
3. Generalize the results of the previous validation studies
to the new setting or population.
The degree to which the information provided by selection
methods enhances the bottom-line effectiveness of the
organization.
The utility of a selection method depends on a variety of
factors, such as the reliability and validity of the method,
the characteristics of the job and organization, and the
characteristics of the applicant pool.
The extent to which a selection method conforms to legal
requirements in the hiring process.
The Civil Rights Act of 1991
The Age Discrimination in Employment Act of 1967
The Americans with Disabilities Act of 1990
Fines, negative publicity, and damage to the
Violations of the legality standard
organization's reputation.
reliability and validity.
Situational judgment items come in two varieties:
“experience based” and “future oriented”.
1. Reliability can be improved by using structured
Interviews
interview questions and having multiple interviewers.
2. Validity can also be improved by using behavioral-
based interview questions that assess relevant job-
related skills and experiences.
3. Interviews may not be highly generalizable, as they can
be affected by interviewer bias.
4. Interviews can also have issues with legality if
Definition
questions are asked that violate anti-discrimination laws.
The reliability of references and application blanks can
vary. Background checks can be more reliable if they are
Reliability conducted by a reputable third-party vendor and if the
information is verified through multiple sources.
They may not be as valid as other selection methods,
Standards for Reliability such as cognitive and physical ability tests or assessment
centers.
References, Application Blanks and Background Checks
References and background checks may not be highly
Definition
generalizable, as the experiences and opinions of the
reference
They have high utility in providing additional information
about a candidate's qualifications and character.
Criterion-Related Validation
Must be conducted in a legally compliant manner.
Validity
Muscular tension
Muscular power
Muscular endurance
Content Validation
There are seven classes of tests Cardiovascular endurance
Physical Ability Test Flexibility
Balance
Definition
SELECTION METHOD STANDARDS SELECTION AND PLACEMENT TYPES OF SELECTION METHODS
Coordination
Physical ability tests can have high utility in predicting job
performance, especially for jobs that require physical
Generalizability labor or tasks that can be physically demanding.
Assesses a candidate's cognitive abilities, such as
numerical reasoning, verbal reasoning, and abstract
reasoning.
Cognitive Ability Tests
Cognitive ability tests can have high validity in predicting
job performance, as cognitive abilities are often critical
for success in many jobs.
Definition
Five major dimensions: (1) extroversion, (2) adjustment,
(3) agreeableness, (4) conscientiousness, and (5)
Ultility
openness to experience.
Regardless of the nature of the context, the validity for
almost all of the Big Five factors in terms of predicting job
performance also seems to be higher when the scores
Personal Inventories
are not obtained from the applicant but are instead
Definition
taken from other people.
One factor that also limits the validity of personality items
is that, unlike cognitive ability scores, applicants find it
Federal Legislation Legality easier to fake traits by providing socially desirable
responses to questions.
The degree of fidelity in work samples can vary greatly.
The level of fidelity in work samples can impact their
validity and utility as a selection method.
Generalizability is low.
Work Samples There are two potential drawbacks of work sample tests
that should be considered:
Relatively expensive to develop due to resource-extensive
Work-sample tests have been found to have high
predictive validity for job performance.
Honesty tests may include questions about the
candidate's attitudes towards theft, drug use, and other
types of misconduct.
Honesty Tests and Drug Tests
Drug tests are used to detect the presence of illegal drugs
in a candidate's system.