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
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
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
