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  1. Resume Fraud
    • 3 of the biggest areas of distortion:
    • 1. Inflated titles
    • 2. Innaccurate dates to cover up job-hopping or unemployment gaps
    • 3. half finished degrees, infalted education, or "purchased" degrees
  2. to combat resume fraud
    • apply a "smell test"
    • - put on any discrepancy, employee subject to dismissal
  3. Legal issues 5 matters of concern:
    • 1. disclaimers
    • 2. conducting reference checks
    • 3. conducting background checks
    • 4. making preemployment inquiries
    • 5. making BFOQ claims
  4. legal issues 3 areas of rights in disclaimer
    • 1. employment at will
    • 2. varification consent
    • 3. false statement warning
  5. Initial Interviews
    occurs very early in the intial assessment organizationa nd its staffing system

    purpose: is and should be to screen out the most obvious cases of person/job mismatches. focus on assessment of KSAO's
  6. Initial Assessment: Reliability
    • refers to consistency of measurement. A requirement for validity.
    • - unlikely that a valid predictor would have a low reliability
    • - reference checks appear to be relatively low
    • - Interrater and biographical information - high reliability
    • - Initial interview - low level of reliability
  7. Initial Assessment: Validity
    • Refers to the strength of the relationship between the predictor and job peformance.
    • Low: .00-.15
    • med: .16-.3
    • high: >.3

    • most initial assessments have moderate to low
    • 2 most valid:
    • - biodata
    • - experience
  8. Initial Assessment: Utility
    • refers to the monetary return associated with using the predictor relative to its cost
    • Validity - most important consideration
  9. Initial Assessment: Applicant Reactions
    refers to the favorability of applicants reactions to the predictor
  10. Initial Assessment: Adverse Impact
    refers to the possibility that a disproportionate number of protected class members may be rejected using this predictor
  11. Application Blanks
    • applicants background in regards to educational experiences, training, and job experiences
    • - can be used to verify the data presented on the resume
    • Advantage over Resume: the organization, rather than the applicant, dictates what info is presented
    • Disadvantage: to make sure infor requested is critical to job sources
  12. GPA in application blanks
    most valid in predicting early job performance. Does notplay a large roll.
  13. Major in Application Blanks
    the more specialized the more important
  14. Extracurricular activities in application blanks
    depends on the job. sports captain more important than just a player

    demonstrates interpersonal skills
    • reliability and validity is quite positive
    • - valid predictor of job performance
    • - predicts turnover
  16. Substantive Asseessment Methods
    • Used to make more precise decisions about applicantsthan the initial assessment
    • - who will be high performers
    • - personality test
    • - ability tests
    • - emotional intelligence tests
    • - interest, value and preference inventories
    • - structured interviews
    • - team assessments
  17. Discretionary assessment methods:
    used to seperate those who receive job offers from the list of finalist
  18. Contingent assessment methods
    drug testing - body fluids, hair analysis, pupillary reaction test, performance test, integrity tests

    medical exams
  19. Interest....Inventories
    attempt to assess the activities individuals prefer to do both on and off the job. Happier with job employees stay longer
  20. Medical exams
    used to identify potential health risks in job candidates not particularly valid
  21. Personality Tests
    • "The Big Five" used to describe behavioral. As opposed to emotional or cognitive.
    • capture of to 75% of individuals personality
    • 1. extraversion
    • 2. agreeableness
    • 3. conscientiousness
    • 4. emothioanl stability
    • 5. openness to experience

    (50% inherited)
  22. Personality most common measure
    • self report surveys
    • - administered online
    • - > 20 minutes applicants grow impatient
  23. Ability tests
    measures that assess an individuals capacity to function in a certain way
  24. 2 major types of ability tests


    looks at person innate capacity to function
  25. 4 major classes of ability tests
    1. cognitive (most attention) - measures that assess abilities involved in thinking, memory, reasoning, verbal and math abilities, expression of ideas

    • (wonderlic test)
    • - most valid
    • - generalize across all organization
    • - valid for medium complexity (police)
    • - valid for high complexity (pilots)

    • 2. physical
    • 3. sensory/perceptual
    • 4. pscyhometer - measure the correlation of though with body movement (flight simulator)
  26. Job knowledge tests
    attempt to directly assess an applicants ability to comprehend job requirements
  27. Situational Judgement tests
    place applicants in hypothetical job - related situations where they are asked to choose a course of action from several alternatives
  28. Integrity tests
    • designed to tap integrity attribute honesty and moral character
    • most polygraphs illegal

    • 2 major types
    • - clear purpose (overt)
    • - general purpose (veiled)
  29. High vs Low fidelity
    high: uses realistic equipment and scenarios to simulate the actual tasks of the job

    Low: simulates the task in a written or verbal description and elicits a written or verbal response rather than an actual response
  30. Asseessment Centers
    a collection of predictors used to forcasts success used for higher level jobs because of the high costs involved

    days rather than hours. big part: simulations.

    most common - In-Basket exercise
  31. Assessment Methods
    • In basket - containts memoranda, reports, phone messages and letters that require a response.
    • - timed /
    • role playing/
    • fact finding /
    • oral presentation
    • Group
  32. Adverse impact of predictors
    a predictor discriminates between people in terms of the likelihood of their success on the job.

    predictor may also discriminate by screening out a disporportionate number of minorities and women
  33. compensatory approach to decision making
    • scores on one predictor are simply added tos cores on another predictor to yield a total score.
    • high score can compensate for a low score

    advantage: reconizes that people have multiple talents
  34. Multiple hurdles
    • an applicant must earn a passing score on each predictor before advancing in the selection process.
    • Such an approach is taken when each requirement measure by a predictor is critical to job success
  35. Compensatory model four procedures:
    • Clinical prediction
    • unit weighting
    • rrational weighting
    • multiple regression
  36. compensatory model: clinical prediction
    managers use their expert judgement to arrive at a total score

    • adv. : it draws on the expertise of managers to weight and combine prediction scores
    • dis: managers opinion
  37. compensatory model: unit weighting
    each predictor is weighted the same at a value of 1.00 scores are added

    • adv: simple
    • dis: assumes each predictor contributes equally
  38. compensatory model: Rational weighting
    each predictor receives a differential rather than an equal rating. managers and experts establish the weights.

    • W * P = total score
  39. compensatory model: multiple regression
    • predictors receive different weights
    • difference: weigbhts are established ont he basis of statistical procedure rather than judgement
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