Predictors of Job Performance: Selection Methods

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Predictors of Job PerformanceSelection Methods
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Applications

• Useful as preliminary screening devices
• Can have adverse impact, and so are governed by
  EEOC regulations (Guide to Pre-employment
  Inquiries)
• Will Qs disproportionately screen out minorities
  or members of one sex?
• Do Qs predict successful job performance?
• Are Qs justified in terms of business necessity?

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Questions that can be Problematic

• Marital status, children
• Ethnicity
• Age
• Work availability on holidays/weekends
• Height/weight
• Physical/mental disability

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References

• Typical sources include former employers,
  personal acquaintances, investigative agencies
• Uses
• Verify information given by applicants
• Basis for predicting job success (r.13)
• Uncover background info not provided by applicant
• Defamation an issue

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Biodata

• Questions re applicants personal background and
  life experiences that are statistically weighted
• Ex
• How many jobs have you held in the past 5 years?
• How would you describe your life at home while
  growing up?
• Used infrequently, but have potential to be good
  predictors
• Criticisms usu. emphasize reliance on empiricism
  and lack of explanation for why items predict

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Ability Tests

• Mental or Cognitive Ability
• one of the best predictors of job performance
  (r.55)
• High adverse impact
• Mechanical Clerical Ability
• Physical Ability
• three typical components muscular strength,
  cardiovascular endurance, movement quality
• Relevant jobs include law enforcement,
  firefighting, utility worker

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Assessment Centers

• Procedure in which groups of individuals (usu.
  12-24) complete a series of exercises while being
  evaluated by several assessors
• Exercises often involve simulations of actual job
  demands, and are based on KSAs identified through
  job analysis
• In-basket
• Leaderless group discussion
• Role plays

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Assessment Centers (cont.)

• Very expensive to develop and administer
• Limited construct validity evidence
• No adverse impact, so courts have looked at them
  favorably
• Validity is acceptable (r.36), and even better
  for determining promotions (r.57)

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Personality Tests

• Need to first identify job tasks, then identify
  traits linked to those tasks
• Big Five general personality factors recognized
  by psychologists as influencing behavior
• Openness to Experience imaginative, cultured,
  curious
• Conscientiousness responsible, organized,
  dependable
• Extroversion sociable, gregarious, talkative,
  active
• Agreeableness courteous, flexible, trusting
• Neuroticism (Emotional Stability) insecure,
  nervous, tense
• NEO-Personality Inventory example of scale for
  selection using Big Five framework

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Sample Big Five Items

• I tend not to say what I think about others.
• I tend to be trusting of others.
• I approach most of my work steadily
  persistently.
• Whenever Im by myself, I feel vulnerable.
• I enjoy eating in new restaurants I know nothing
  about.

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Personality Tests

• No adverse impact
• Acceptable validity (r.31)
• Conscientiousness most valid across occupations
• Extroversion most valid for sales, managerial
  positions

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Other Personality Tests

• MMPI assesses psychopathology and is considered
  medical test not appropriate for selection
• Myers-Briggs Type Indicator (MBTI) classifies
  individuals into one of 16 personality types
  best used for work group development, leadership
  training, or career counseling, but not selection

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App Inter Perf Ability
Test Test X
X X
X X
X
X
X X
X
X

• KSA
• Knowledge of construction principles of small
  buildings
• Knowledge of building systemsheating,
  electrical, plumbing
• Knowledge of inventory control methods
• Skill in performing basic carpentry, plumbing,
  electrical wiring operations
• Ability to diagnose defects inbuilding and
  building systems
• Verbal ability to give work instructions to
  laborers regardingconstruction repair
• Ability to schedule workcrews for specific tasks
• Ability to direct multiplework crews and work
  projects simultaneously

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Other Testing

• Integrity Testing acceptable validity (r.41)
  for predicting theft, overall job performance
• Drug Testing need to be careful in
  implementation (e.g. do not exempt some workers
  use confirmatory tests)
• Handwriting Analysis or Graphology not
  predictive of job performance in the US