Decision Making and Skill based Hiring - 343

study done on how diversity changes peoples perspectives

holding people accountable was the greatest effect to change peoples perspectives on diversity

not shown on graph but things that werent effective was diversity training,

gut feel and intuition

When we have a gut feeling of we don’t like it or like the person it’s a result of what we’ve picked up from in the past and what weve formed to be as a conclusion

 

can be Rewarding

his reccommendation on gut feel and intuition

 

If you have a red flag. Maybe get a personality assessment do a background check

 

Differnet contexts where they can be valid:

Ex: nurses and firefighter says floors gonna fall idk why it just is and it’s the preconsious like I have been in this situation before I recoginxe patterns and this is what is going to happen

 

Hiring situations: not very valid because theyre so artificial and don’t usually represnet what happens day to day on the job. Might not represent how that person is going to perform on the job.

 

• Get more info

• Figure out what the cues were specifically

• Ex: the way the guy was looking at him, so we do another interview and 3 people and see if theres something other people notice.

• Don’t ignore figure out whats causing it

more hiring experience does not mean you have better gut feelings

percent concordant statistic

this explains that doing several different selection methods for ex: cognitive, work sample, interview)

has a probability of 70%. And this is as good as were going to get too. Because theres always measurement error and unpredictable things that people have happen in their life

satisficing

employers often deal with several constraints and demands when making a selection decision so they will make the most acceptable or adequate choice rather than the best choice

Maybe they’ll be just good enough

implicit theories

when employers think they have a special power for making good selection decisions

Ex: they put salt on their fries they always strive to make things better im gonna hire them

or unwavering eye contact means honesty

pure judgement approach

Using no structure. just formed a general impression. I like this person.

trait rating approach

Actually did ratings turned things into numbers from interview resume, references and then combbine them, weigh them etc

profile interpretation

Scores on tests and assessments and you make a judgement

pure statistical approach

Scores on tests and assessments and comibine it statistically like an average

judgement composite

What we did wehen we decided who to draft. Had coached rating and pyshcial tests and personality and combined it all

statistical composite

Don’t make a judgements use an alogirthim to combine it all - what we want

 

Using a statistical approach leads to better decions than using a judgemental approach.

incremental validity

when employers use various sources of information applicants to make a selection decision

ex from picture:

Adding an ability test seems to overlap with job performance, might not be worth it as it’s evaluating the same thing

IQ test and a good interview both correlated of 0.5 but not with each other. You will be able to predict job performance that much better because its evaluating different things overall increasing job performance

unit weighting

averaging all scores all same weighting and make who ever has highest score that’s who you hire

rational weighting

Experts look and determine weighting (this assessment more valid it gets a weight of 0.8 and other one gets 0.3 multiply by  the weight and add them up

multiple regression model

take the weights and multiply then from each score

need to be careful of low scores

to fix this do a validity study

multiple cutoff model

Determine cutoff scores and required a validation study. Absolute minimum score for assessment.

difficult to determine a cut off score- ex: scoring at the cutoff and one point below the cutoff

multiple hurdle model

 

Like cutoff excpet give assessments to applicants in sequence, meet score move on. If they don’t eliminated. Do this if you have lot of applicants and timeconsuming and expensice to put applicants thorugh all assessments

combination model

Still left with a pool of applicants and then total their scores

profile matching model

Take a group of higher performing employees and give them your assessments calc mean score and then you take the applicant score and subtract it from the mean you square it and add all up all of the different scores. The person with the highest scores are the worst applicants because they have the biggest difference. Looking for low scores.

simplest to implement but can punish high performers

making selection decisions recommedations

use valid systems

dont encourage gut feelings or intuition

Help them make a list of when they made good and bad decisions

Train managers to help them make a structured evaluation

 evalute or audit decisions for feedback

is a years of experience qualification good

It can sometimes be a tactic to screen employees out

this is a problem because:

some groups are less likely to feel confident to apply when they know they dont have the qualifications whereas other are opposite

Reduce validity of hiring

Screening out on trainable elements

Some people don’t have opportunities to apply for degrees

what are we actually hiring for?

 

Do a job analysis

• Exactly what were hiring for and skills needed for the job

frankensteined: new skills added without removing outdated ones

how do we attract talent

Emphasize information about the image and reputation of the org

ex: autonomy purpose psychological needs

diversity recuriting

equal employement opportunity statements

skill based screening

WAB

job knowledge tests/ work sample

overclaiming assessments

self reports

forced choice exams

enhanced reference checking

this is a way better way of checking references rather than the regular phone call ask these questions…

Give them a forced choice self report to applicants and also send it to references to fill out

 

• This is more valid

• You can see this more clearly

• You could see a façade( lack of self awareness) applicants said this but all of the references said no

digital wallets

Verified

Applicant owns them and the appplicants can provide this of a verified record of what skills the applicant possesses

Built on a blockchain

• actual skill mastery with certificates etc

• verifiable job skills

• updated continuously in real time

digital wallet concerns

data owner privacy

standardizaiton- Who actually owns the data? Biggest concern is standardization- across organizations

adoption and awareness- not all people aware of them yet

integration with hiring systems may not be able to read or import data to their systems

drawbacks and potential good things of AI

potential

• job analysis less onerous due to langauge models

• screen in for skills to glance through

• automated generation of validity for jobs industires

perils

• bias

• legality

• applicant responses

skill bases hiring - the most extreme form of it

• Companies wont ask for resume or degree or years of experience

• Here's where the job is can you do that

• Email address

• Here's assessments you need to do

• Form here screening and interviews