Personnel Selection & Psychological Assessment

Flashcards covering key concepts from the lecture on personnel selection and psychological assessment, including recruitment, job analysis, selection methods, and ethical considerations.

Recruitment

The process of finding job candidates for vacant positions.

Selection

The process of gathering information about job candidates and making a hiring decision.

Job Analysis

A process that determines the "essence" of a collection of tasks falling within the scope of a particular job title.

Analyze the job, recruit, select, and evaluate.

What are the steps involved in recruitment and selection?

Analyze the job.

What is the first step in recruitment and selection?

Identifying the goals of the job, how it contributes to the organization, required competencies, and how it should be remunerated.

What does analyzing the job entail?

Identifying targets, promoting the opportunity, and encouraging applications.

What is involved in the 'Recruit' step of recruitment and selection?

Administering appropriate selection methods and making a selection decision.

What happens during the 'Select' step of recruitment and selection?

Effectiveness of recruitment, job performance, and the effectiveness of selection tools.

What is evaluated during the 'Evaluate' step of recruitment and selection?

Open Systems View (Wilson et al., 2012)

A way of viewing context that involves open systems.

Observation, interviews, or surveys

What are some methods of conducting a Job Analysis

Critical Incident Technique

An interview procedure focuses on superior, average, and poor responses to critical incidents on a job

Cognitive Task Analysis (CTA)

An approach that investigates the cognitive processes required to complete a task at a relatively high level of difficulty.

Critical Decision Method (CDM)

Method that involves incident selection, timeline/decision points, probing, and hypotheticals.

Cut-score

A specified point in a distribution of scores below which candidates are rejected.

Criterion-related validity

Correlating a test score with a performance measure.

Predictive validity

What is the validity if conscientiousness is measured before selection and job performance after selection?

Concurrent validity

What is the validity if conscientiousness and job performance are measured concurrently, after selection?

Criterion-related validities

Correlation between test scores and performance on the job.

Incremental variance

The portion of variance in job performance explained by a predictor over and above cognitive ability.

Age, Marital status, Sex, Sexuality, Parenthood, Medical record, Family responsibilities, Political beliefs / activities, Physical appearance, Status as a carer, Religion, Disability, Race, Criminal Record, Trade union membership

What are the Areas of Possible Discrimination mentioned in the summary?