Chapter Nine

Screening method

screening applications & resumes; determine whether applicants meet basic requirements

Evaluative methods

testing & reviewing work samples and interviewing candidates

Contingent methods

checking references and background

Cognitive ability tests

assess general reasoning, learning, problem-solving ability, often show relatively strong criterion-related validity, & can be administered efficiently

Work sample/simulation test

require applicants to perform tasks similar to those required on the job, direct evidence of whether applicants can perform important job activities, & often have strong job relevance but may be more costly to develop & do

Personality tests

assess relatively stable individual characteristics & Big Five (OCEAN)

Integrity/honesty tests

assess attitudes and tendences related to dishonest or counterproductive workplace behavior; used as one componenet of a broader assessment process

Test & Work samples

cognitive ability tests, work sample/simulation test, personality tests, and integrity/honesty tests

Big Five/OCEAN

openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism

Structured interviews

predetermined job-related questions, same core questions, standardized follow-up procedures, and predetermined scoring criteria

Types of structured interviews

behavioral & situational

Behavioral interview

uses information about what the applicants have done in the past to predict their future behaviors; what they DID

Situational interviews

asking how someone might react to a hypothetical situation; what they WILL do

Unstructured interviews

questions that vary from candidate to candidate and that differ across interviewers

STAR response format

for behavioral interviews; situation, task, action, & result

Semi-structured interview

combines a predetermined set of open-ended questions with the opportunity for the interviewer to explore some responses or themes further

How should assessment methods be compared? What to consider:

validity, applicant reactions, cost, adverse impact, and usability

Multiple methods

multiple-hurdle & compensatory model

Multiple-hurdle process

application/resume, initial screening, tests, structured interviews, work samples/simulation, contingent checks, offer

Build a structured interview (1)

identify actions and behaviors the illustrate qualifications

Build a structured interview (2)

write questions that generate relevant info about the degree to which candidates possess each job requirement

Build a structured interview (3)

create an answer key with benchmark responses for at least the high, middle, and low scores on the scale

Build a structured interview (4)

weight the benchmark responses based on the importance of each question relative to the others

Build a structured interview (5)

select and train interviewers to increase their standardization, reliability, and validity

Build a structured interview (6)

evaluate the effectiveness of the structured interview in terms of its validity and the reactions of stakeholders