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Biodata, life experiences, life history informationoMethod of assessment in which information pertaining to past activities, interests, and behaviors of applicants is recordedoContentoWorkoHobbiesoEarly backgroundoEducationoAvoid religion and politicsoItem attributesoAttributes that contribute to self-report accuracyFirst-handObjectiveExternalDiscreteVerifiableoAttributes that are related to lessened legal or moral issues
ControllableEqually accessibleJob relevantNon-invasiveoBiographical informationoAdvantagesValidity coefficients are goodIncremental validityEasy to useInexpensiveoDisadvantagesFairnessInvasivenessFakabilityoControversial methodsoLetters of recommendationLetters, usually written on behalf of the applicant by a current employer or personalfriend, that discuss dimensions such as leadership ability and communication skills of the applicantDisadvantagesLow validityLeniencyKnowledge of applicantReliabilityExtraneous factorsoDrug testingMethod of assessment based on analysis of urine to detect illicit drug usePurpose is to avoid hiring employees whoPose risks to themselves or othersHave an attendance problemPerform below expectationsAdvantagesRelated to absenteeism, use of health care benefits, accidentsDisadvantagesLegal issues, acceptance, invasion of privacy, accuracyoEmotional intelligenceConstruct that reflects a person’s capacity to manage emotional responses in social situations5 dimensionsKnowing one’s emotionsManaging one’s emotionsMotivating oneselfRecognizing emotions in othersHandling relationshipsIssuesExaggerated claims
Not well knownDistinct construct?oLie detectionPolygraph = instrument that assesses central nervous system, which supposedly indicates false responses to questionsIssues with polygraphsQuestionable accuracyDemeaning, embarrassingoGraphologyMethod of assessment in which characteristics of a person’s handwriting are evaluated and interpretedIssuesDoes not predict job performanceApplicants are skepticalUsing multiple predictorsoFour evaluation standardsoValidityoFairnessoApplicabilityoCostoNo method has an ideal profileoCombining 2+ predictors may improve the predictability of the criterionoUsually the 3 variables share some variance with one anotheroCorrelation with other predictorsoPredictor must add to the prediction of job success beyond the forecasting power of current predictorsoCombining information from predictorsoMay be done usingJudgmental compositesStatistical compositesoStatistical methods provide much better decisions than judgmental methods of combining informationoMultiple regression approach