Biodata life experiences life history information o Method of assessment in

Biodata life experiences life history information o

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Biodata, life experiences, life history information o Method of assessment in which information pertaining to past activities, interests, and behaviors of  applicants is recorded o Content o Work o Hobbies o Early background o Education o Avoid religion and politics o Item attributes o Attributes that contribute to self-report accuracy First-hand Objective External Discrete Verifiable o Attributes that are related to lessened legal or moral issues
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Controllable Equally accessible Job relevant Non-invasive o Biographical information o Advantages Validity coefficients are good Incremental validity Easy to use Inexpensive o Disadvantages Fairness Invasiveness Fakability o Controversial methods o Letters of recommendation Letters, usually written on behalf of the applicant by a current employer or personal friend, that discuss dimensions such as leadership ability and communication skills  of the applicant Disadvantages Low validity Leniency Knowledge of applicant Reliability Extraneous factors o Drug testing Method of assessment based on analysis of urine to detect illicit drug use Purpose is to avoid hiring employees who Pose risks to themselves or others Have an attendance problem Perform below expectations Advantages Related to absenteeism, use of health care benefits, accidents Disadvantages Legal issues, acceptance, invasion of privacy, accuracy o Emotional intelligence Construct that reflects a person’s capacity to manage emotional responses in social  situations 5 dimensions Knowing one’s emotions Managing one’s emotions Motivating oneself Recognizing emotions in others Handling relationships Issues Exaggerated claims
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Not well known Distinct construct? o Lie detection Polygraph = instrument that assesses central nervous system, which supposedly  indicates false responses to questions Issues with polygraphs Questionable accuracy Demeaning, embarrassing o Graphology Method of assessment in which characteristics of a person’s handwriting are  evaluated and interpreted Issues Does not predict job performance Applicants are skeptical Using multiple predictors o Four evaluation standards o Validity o Fairness o Applicability o Cost o No method has an ideal profile o Combining 2+ predictors may improve the predictability of the criterion o Usually the 3 variables share some variance with one another o Correlation with other predictors o Predictor must add to the prediction of job success beyond the forecasting power of current  predictors o Combining information from predictors o May be done using Judgmental composites Statistical composites o Statistical methods provide much better decisions than judgmental methods of combining  information o Multiple regression approach
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