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EXTERNAL SEELCTION II - Coggle Diagram
EXTERNAL SEELCTION II
SUBSTANTIVE ASSESSMENT METHODS
PERSONALITY TESTS
BIG FIVE TRAIT
EMOTIONAL STABILITY- CALM, OPTIMISTIC AND WELL ADJUSTED
EXTRAVERSION- SOCIABLE, ASSERTIVE, ACTIVE, UPBEAT AND TALKATIVE
OPPENESS- IMAGINATIVE, ATTENTIVE TO INNER FEELINGS, HAVE INTELECTUAL CURIOSITY AND INDEPENDCE OF JUDGEMENT
AGREEABLENESS- ALTUISTIC, TRUSTING, SYMPATHETIC AND COOPERATIVE
CONSCIENTIOUSNESS-PURPOSEFUL, DETERMINED, DEPENDABLE AND ATTENTIVE TO DETAIL
MEASURES OF PERSONALITY TEST
SURVEYS
PERSONAL CHARACTERISTICS(PCI)
NEO PERSONALITY INVENTORY
HOGAN PERSONALITY INVENTORY (HPI)
ADMINISTRATION OPTIONS
PAPER-AND-PENCIL
INTERVIEWS
ONLINE FORMS
CRITISM OF PERSONALITY TESTS
TRIVIAL VALIDITIES
FAKING
NEGATIVE APPLICANT REACTIONS
ABILITY TEST
MEASURES THAT ASSESS AN INDIVIDUAL'S CAPACITY TO FUNCTION IN A CERTAIN WAY
15 TO 20% OF ORGANIZATIONS USE ABILITY TESTS IN SELECTION
TWO TYPES
APPTITUDE-ASSESS INNATE CAPACITY TO FUNCTION
ACHIVEMENT- ASSESS LEARNED CAPACITY TO FUNCTION
4 CLASSES OF ABILITY TESTS
COGNITIVE: PERCEPTION, MEMORY, REASONING, VERBAL, MATH, EXPERESSION
PSYCHOMOTOR: THOUGHT/BODY MOVEMENT QUALITY
PHYSICAL: STRENGTH, ENDURANCE, MOVEMENT QUALITY
SENSORY/ PERCEPTUAL: DETECTION & RECOGNITION OF STIMULI
OTHER TYPES OF ABILITY TESTS
PSYCHOMMOTOR ABILITY TESTS: REACTION TIME, ARM-HAND STEADINESS, CONTROL PRECSION AND MANUAL AND DIGIT DEXTERITY
PHYSICAL ABILITIES TESTS: MUSCULAR STREGTH, CARDIOVASKULAR ENDURANCE AND MOVEMENT QUALITY
SENSORY/PERCEPTUAL ABILITIES TESTS: ABILITY TO DETECT AND RECOGNIZE ENVIRONMENTAL STIMULI
EMOTIONAL INTELLIGENCE
THE ABILITY TO MONITOR ONE'S ON AND OTHERS' FEELINGS, TO DISCRIMINATE AMONG THEM, AND TO USE THIS INFORMATION TO GIDE ONE'S THINKING AND ACTION
JOB KNOWLDEGE TESTS
TWO TYPES
ASSESS KNOWLEDGE OF DUTIES INVOLVED IN A PARTICULAR JOB
LEVEL OF EXPERIENCE WITH, AND KNOWLEDGE ABOUT, CRITICAL JOB TASKS AND TOOLS NECESSARY TO PERFORM A JOB
EVALUATION
VALIDITY CAN BE AS MUSCH .45
HIGHER VALIDITIES FOUND FOR COMPLEX JOBS
PERFORMANCE TESTS AND WORK SAMPLES
D- ASSESS ACTUAL PERFORMANCE
TYPES OF TESTS
PERFORMANCE TEST VS. WORK SAMPLE (ALL OR SOME
MOTOR VS VERBAL WORK SAMPLES (ACTION OR THOUGHT)
HIGH VS. LOW FIDELITY TESTS ( LEVEL OF REALISM)
COMPUTER INTERACTION PERFORMANCE TESTS VS.PAPER-AND-PENCIL TESTS INDCLUDING SIMULATIONS
SITUATIONAL JUDGEMENT TESTS
PLACE APPLICANTS IN HYPOTHETICAL, JOB-RELATED SITUATIONS
APPLICANTS ARE THEN ASKED TO CHOOSE A COURSE OF ACTION FROM SEVERAL ALTERNATIVES
CAPTURE THE VALIDITY OF WORK SAMPLES AND COGNITIVE ABILITY TESTS IN A WAY THAT IS CHEAPER THAN WORK SAMPLES AND THAT HAS LESS ADVERSE IMPACT THAN COGNITIVE ABILITY TESTS
INTEGRITY TESTS
TWO TYPES
CLEAR PURPOSE
PERSONALITY-BASED/VEILED PURPOSE
SCORES APPEAR TO REFLECT CONSCIENTIPUSNESS, AGREEABLENESS,AND EMOTIONAL STABILITY
VALIDITY CAN BE USEFUL:
CLEAR PURPOSE AS HIGH AS .55 PREDICTING BAD BEHAVIORS
GENERAL PURPOSE AS HIGH AS .32 PREDICTING BAD BEHAVIORS
CAN PREDICT PERFORMANCE AS WELL (AS HIGH AS.30)
INTEREST, VALUES, AND PREFERENCE INVNTORIES
TYPES OF TESTS
STRONG VOCATIONAL INTEREST BLANK (SVIB)
MYERS-BRIGGS TYPE INVENTORY (MBTI)
EVALUATION
UNLIKELY TO PREDICT JOB PERFRORANCE DIRECTLY
MAY HELP ASSESS PERSON-ORGANIZATION FIT & SUBSEQUENT JOB SATISFACTION, COMITMENT & TURNOVER
INTERVIEW
STRUCTURED
UNSTRUCTURED
SELECTION FOR TEAM ENVIRONMENTS
TYPES OF TEAMS
PROBLEM-SOLVING TEAMS
SELF MANAGED WORK TEAMS
CROSS-FUNCTIONAL TEAMS
VIRTUAL TEAMS
ESTABLISH STEPS FOR SELECTION IN TEAM-BASED ENVIRONMENTS
CRITICAL TO ENSURE PROPER CONTEXTS IS IN PLACE
INTERPERSONAL KSAs
SELF-MANAGEMENT KSAs
LEGAL ISSUES
UNIFORM GUIDLEINES ON EMPLOYEE SELECTION PROCEDURES (UGESP)
GENERAL PRINCIPLES
TECHNICAL STANDARDS
DOCUMENTATION OF IMPACT AND VALIDITY EVIDENCE
DEFINTIONS
MAKES SUBSTANTIAL DEMANDS OF A STAFFING SYSTEMS
MEDICAL TEST
IDENTIFIES POTENTIAL HEALTH RISKS IN JOB CANDIDATES
IMPORTANT TO ENSURE MEDICAL EXAMS ARE REQURED ONLY WHEN A COMPELLING REASON EXISTS
USE IS STRICTLY REGULATED BY ADA
ADA AND DRUG TESTING
DRUG TESTING IS PERMITTED TO DETECT ILLEGAL DRUG USE AND DISCIPLINE/TERMINATION IF FOUND IS OK
CONTINGENT ASSESSMENT METHODS
CONTINGENT METHODS NOT ALWAYS USED
DEPENDS ON NATURE OF JOB AND LEGAL MANDATES
MIGHT INVOLVE CONFIRMATION OF
DRUG TEST RESULTS
MEDICAL EXAM RESULTS
DISCRETIONARY ASSESSMENT METHODS
USED TO SEPARATE PEOPLE WHO RECEIVE JOB OFFERS FROM LIST OF FINALIST (ASSUMES EACH FINALIST IS CONSIDERED FULLY QUALIFIED FOR POSITION)
OFTEN VERY SUBJECTIVE, RELYING HEVILY ON INTUITION OF DECISION MAKER
FACTORS OTHER THAN KSAOs ARE EVALUATED- ASSESS PEROSN/ORGANIZATION MATCH, ASSESS MOTIVATION LEVEL, ASSESS PEOPLE ON RELEVANT ORGANIZATIONAL CITIZENSHIP BEHAVIORS
SHOULD INVOLVE ORGANIZATION'S STAFFING PHILOSOPHY REGARDING EEO/AA COMMITMENTS