types of employee screening tests
individual test
administered to only one person at a time
types of employee screening tests
group test
design to be given simultaneously to more than one person
reduced cost for administrator
types of employee screening tests
speed test
rigid and demanding time limits
- provide greater variability among candidates
- issue of relevance to job
- may increase the risk of legal challenges
types of employee screening tests
power test
no rigid and demanding time limits
types of employee screening tests
paper and pencil
paper version test and online test (open-minded questions)
used in many school and employee screenings
types of validity
content validity
measuring what they should be measuring
types of validity
criterion-related validity
Correlate a test score with a performance measure (validity coefficient)
Predictive validity design
- Time lag between collection of test data & criterion data
- Test often administered to job applicants
personality tests
MMPI (minnesota multiphasic personality inventory II)
- also used for psychopathology that might be present
ex. police officer, airline pilot
personality tests
CPI (california psychological inventory)
pathology testing
writing agree or disagree to a statement presented
pencil and paper test (20 personality dimensions)
used for selecting manager positions
personality tests
16PF
non-pathology testing
- similar to CPI
- measures 16 basic personality dimensions related to the job performance
Emotional intelligence
Awareness of our own & others emotions
Controversial constructs
emotional intelligence
(new personality constructs)
- awareness of our own & others’ emotions
- controversial construct (…ties in leadership)
assessment center
- Collection of procedures for evaluation
- Typical characteristics:
- Done in groups
- Done by groups
- Multiple methods of assessment employed
- “Feel: or relevance
work sample test
- Measure job skills by taking samples of behavior under realistic job-like conditions
- (ex: speech interview for foreign student // rudder control test for pilots)
Advantage:
- Directly related to the job
- Good criterion validity (.54)
- Good face validity
- Less adverse impact than cognitive ability
- Provide realistic job previews
Disadvantages:
- Can be expensive to develop & maintain (time consuming)
Types of interviews (i.e. advantages/disdvantages)
Structure interview (best validity/reliability):
- Situation interview (future)
- Behavioral interview (past)
Unstructured interview (go with the flow, poor predictive reliability): - Tend to cover job knowledge, abilities, skills, personality, & person-org. Fit
know group interviews vs. 1 on 1
honesty test
Polygraphs (or lie detectors):
- Used to screen dishonest applicant
- Problems with false positive errors (innocent person lying)
Integrity Test
Paper and pencil measures of honest or dishonest attitudes and/or behaviors
Evaluation of Written Materials
1st step in screening process
- application and resume collected
- first impression is important
reliability
consistency of a measurement instrument or its stability over time
types of validity
construct validity
whether an employment test measures what it is supposed to measure
ex: intelligence and extraversion
biodata
background information and personal characteristics that can be used in employee selection
Comparable validity of selection device
higher validity
- structured interview
- work samples
- cognitive ability
- job knowledge
- assessment centers
- biodata
- integrity tests
- situational judgement
