Organizational Psychology - Section 1: Selection V: Selection Decisions (Professor Dr. Gibson)

Front 1

What is a Final Selection Decision?

Back 1

"Specific decisions one must make in relation to the information collected in order to best discriminate between potential hires." - pg. 23

Front 2

What are Selection Batteries?

Back 2

"A selection battery is a set of tests used to predict successful performance. These predictors are selected based on criteria outlined via a systematic job analysis." - pg. 23

Front 3

What is a Multiple R2?

Back 3

"Represents the total variability accounted for by all the measures used to predict success. [...] These calculations are typically done using a multiple regression analysis." - pg. 23

Front 4

What is Recruitment?

Back 4

Recruitment is "generating an applicant pool" whether that be through actively soliciting applicants (e.g., a job fair) or through word-of-mouth. - pg. 24

Front 5

Why are accurate Job Previews important?

Back 5

Accurate Job Previews are important because "if an organization misrepresents their organization (e.g., "we typically do not have much over-time", without clearly stating what this means),new recruits can become disillusioned and terminate their employment, spreading bad-word of mouth about the organization." - pg. 24-25

Front 6

What is a Concurrent Validation Design?

Back 6

"A concurrent validation design begins with a job analysis that then determines the criteria and predictors that are of merit. One then tests candidates and incumbents, that is, employees who have been doing the jobs that are similar to the ones you are filling in your organization. You compute a validity coefficient for the battery and performance criteria from the incumbents and use that to make your selection decision, as well as determine in the future the validity in relation to the new hires’ performance criteria." - pg. 25

Front 7

What is Cross-Validation?

Back 7

"Cross-Validation is a statistical comparison of different samples using multiple-regression. One then compares the R2 coefficients." - pg. 25

Front 8

What is a Multiple Cut-Off?

Back 8

"Multiple cut-offs are non-compensatory decisions based on passing scores preset for each predictor. An applicant must score above a predetermined level on preset number of predictors." - pg. 26

Front 9

What is a Multiple Hurdle?

Back 9

"In a multiple hurdle selection, one administers predictors in order of the expense or ease, screening out those who fail to make the grade as the predictors get more and more discriminating and more and more costly or time consuming to administer." - pg. 27

Front 10

What is a Multiple-Regression?

Back 10

Is a powerful technique used for predicting the unknown value of a variable from the known value of two or more variables - also called the predictors.

"We would use our multiple hurdle and multiple cut-off scores in a multiple regression or multivariate analysis to help us make selection decisions, that is, help us decide which predictors to include, which to drop or how they should be weighted." - pg. 27

Front 11

What is Score-Banding?

Back 11

Score-Banding is where "individuals with similar test scores are grouped together in a category. Grouping is predicated on the standard error of measurement (SEM) connected with each predictor score. The S.E.M. gives one the ability to determine whether scores are significantly different or not." - pg. 27

Front 12

What are Cost Analyses?

Back 12

A cost analysis (also called cost-benefit analysis, or CBA) is a detailed outline of the potential risks and gains of a projected venture.

Front 13

What is Decision Accuracy?

Back 13

"Decision accuracy is a formula of successful hires and correct rejections divided by misses(e.g., those candidates we failed to spot),successful hires, correct rejections and false alarms (e.g., those candidates we hired but did not work out)." - pg. 28

Front 14

What is a Selection Ratio?

Back 14

"The selection ratio (SR) is the number of job openings, divided by the number of applicants." - pg. 28

Example: "If an organization has twenty openings and twenty 29 applicants then the SR = 1.00. If there are only five openings and twenty applicants then the SR = 0.25 or 25 percent. A small selection ratio increases the need for a successful selection battery." - pg. 28-29

Front 15

What is Cost?

Back 15

"Cost is relatively dynamic in that it will cost you more to develop anew battery than to tweak or modify an existing battery. Moreover, the cost diminishes with every application. The more you use the battery, the more cost-effective it is." - pg. 29

Front 16

What is a Base Rate?

Back 16

"The base rate is the current number of employees who are successful on the job. This number does not include the new employees selected with your new selection battery." - pg. 28

Front 17

What is Placement?

Back 17

"Placement is effectively situating them (hire candidates) within your organization by matching them with the various job openings." - pg. 29

Front 18

What is Deselection?

Back 18

Deselection is when a company can weed-out, or "manage some bad apples out of an organization. In some cases, downsizing and restructuring demand layoffs and job redesigns that in turn necessitate placing the correct employee in the newly formed position." - pg. 29-30