Lecture 6, Personnel Selection & Decision Making, Full Slides, Oct. 15th, 2009

Lecture 6, Personnel Selection & Decision Making, Full Slides, Oct. 15th, 2009

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The Psychology of People, Work, and Organizations Psychology 2060 Personnel Selection & Selection Decisions October 15 th , 2009 Cell Phones!!!
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Building and Understanding Selection Test Batteries Organizations often use Selection Batteries to make employee hiring decisions Selection Batteries: Set of tests or predictors used for hiring Predictors developed and selected based on information from job analysis Effective batteries predict success better than the use of any one test But how do we determine what goes into a selection battery and its overall criterion validity ?
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Job Performance Assessment Center Test Battery R 2 = .55 Interview Work Sample r 2 = .10 r 2 = .25 r 2 = .36
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GMA Job Performance Knowledge Test r 2 GMA = .51; r 2 Knowledge test = .48; Test Battery R 2 = .53
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GMA Job Performance Knowledge Test r 2 GMA = .51
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GMA Job Performance Knowledge Test r 2 Knowledge test = .48
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GMA Job Performance Knowledge Test Overlap of tests (non-unique predictive contribution)
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GMA Job Performance Knowledge Test Unique predictive contribution of each test
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GMA Job Performance Knowledge Test
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Building and Understanding Selection Test Batteries Choose tests that have low inter- correlations . Two tests that are highly correlated are highly redundant (i.e., they provide no unique information). Using redundant tests adds little beyond using a single test, but may use extra resources. Choose test battery with high Multiple R (i.e., variance accounted for in job performance by the entire battery of tests)
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Redundancy in Tests: Examples of highly correlated tests : GMA and most written tests (e.g., job knowledge) Honesty Personality Test and Integrity Tests Examples of medium to highly correlated tests : GMA and the job interview (JI) Structured JI = .35; Unstructured JI = .52 (Huffcutt et al., 1996) Examples of uncorrelated tests : GMA and Personality GMA and work sample tests
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12 pp. 282-23 3
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13 Approaches to Making the Selection Decision Unadjusted Top-down Selection Passing Scores Banding Multiple cut-offs and multiple hurdles (you read this…)
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