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16 Cards in this Set
- Front
- Back
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What is Selection? |
"Selection is about accurately predicting who will succeed at the job." - pg. 16 |
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How many ways can Reliability be tested? |
"There are three ways to measure reliability. Do an internal consistency analysis, sometimes referred to as a split-half comparison. One correlates whether the first half of the test performance matches the second half." - pg. 17 |
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What is Validity? |
"Validity, or specifically, Construct Validity is the extent to which the test measures what it purports to measure." - pg. 17 |
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How many kinds of Construct Validity are there, and what are they? |
"There are two kinds of construct validity scores; content and criterion-related. Criterion-Related Validity is an extension of this concept. Specifically, it determines whether the predictor is related to the criterion." - pg. 17 |
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What are the two ways Criterion-Related Validity can be measured? |
"One way is to correlate the predictor with known different or divergent criterion unrelated to the construct in question. One would anticipate these correlations to be negative or non-existent. If there are not, there is a problem. |
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What is a Validity Coefficient? |
"A statistical correlation whereby squaring this product generates a coefficient of determination (r2), which represents the amount of variability in one variable that is accounted for by another." - pg. 18 |
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What are some main predictors of workplace performance? |
Some main predictors of workplace performance are: Cognitive Ability Tests, Personality Tests, Work Samples, Biographical Information, Letters of Reference, and Interviews. |
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What are Assessment Centers? |
"Assessment centers are organizations whose mandate is to screen applicants for various employers." - pg. 20 |
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What in an In-Basket? |
"The In-Basket is a variation of the work sample. Candidates must undertake various tasks that have been determined to be criteria for job success." - pg. 20 |
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What are Leaderless Group Discussions? |
"Leaderless Group Discussions tap whether candidates can work with others to solve problems. Again, it is a work sample in that it affords one the ability to observe candidates working with others." - pg. 20 |
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What are Cognitive Ability Tests? |
Cognitive Ability Tests measure an individual's cognitive abilities, "which account for approximately a quarter of the variability in criterion measurements of performance." - pg. 18
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What are Personality Tests? |
Personality Tests determine whether an individual has desirable or undesirable personality traits and behaviours. "They are used to assist in various selection processes." - pg. 19 |
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What are Work Samples? |
Work Samples are used by employers in the selection process. An applicant must demonstrate "his or her ability to do the target behaviour, in this sense, the actual criterion is measured directly." - pg. 20 |
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What is Biographical Information? |
"Biographical Information is information gathered through questions about past job experiences, hobbies, interests, etc." - pg. 21 |
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What are Letters of Reference? |
"Reference Letters act as introductions for applicants. Reference Letters act as corroborators to the biographical information on resumes and applications." - pg. 21 |
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What are Interviews? |
"An Interview is a predictor of job performance. Interviews will always be used as predictors for selection and placement, regardless of whether they have a relatively low validity coefficient or not (e.g., .08)." - pg. 21 |
