Can be a reliable and valid predictor of work performance Work Samples & Simulation Tests Simulations: tries to reproduce the main features of the job under consideration - Environment is less realistic than in work sample tests - Applicants carry out certain tasks and scored on their performance - Used to predict applicant’s aptitude or proficiency for job performance - Often used when work samples or real-life exposure are unrealistic o High vs. low fidelity Situational Exercises In-basket exercises - Designed to assess organizational and problem-solving skills o ability to manage multiple tasks, prioritize & delegate work, & analyze information quickly o sometime there is a time limit to do the exercise - Scoring can vary widely o Sometimes they tend to be subjective - Low fidelity - Does not have high validity as a selection tool Situational Judgment Tests - Applicants are asked to choose the best response to a variety of job-related scenarios - Related to cognitive ability ( r = .36) - It is said to be just another proximly tool o But SJTs have shown SJTs to predict performance beyond cognitive ability Situational Judgment Test – Example Question You manage an extremely busy team of six people who operate as an office-based customer service department. The peak business period for the year is approaching and your department is undoubtedly beginning to feel the strain. Matters are reaching the breaking point, with staff morale dropping and errors increasing. Your staff are openly questioning what is expected of them and are confused about their department's overall objectives. However, the situation is not irretrievable if you act now: your major customers remain happy. Urgent action is required. Rate the following responses (1= highly undesirable to 6 = highly desirable) 1. Set up weekly meetings with your team to review progress and set up short-term objectives. 2. Inform the team that there is too much careless work and announce the introduction of a formal record of errors. Stress the fact that individuals making repeated errors will be dealt with. 3. Establish formal target setting and review arrangements for each member of the team. Guidelines for Work Samples & Simulation Tests - Based on thorough & accurate job information - Constructed with consideration of guidelines for quality test development
- Highly structured, so that all individuals are given the same opportunities, and are all evaluated on the same criteria - Standardized scoring system - Multiple raters where appropriate and possible Facebook Fun or Selection Suicide? I/O at Work - Karl et al. (2010) surveyed over 500 undergraduate business students o Use of social networking sites o Type of information posted o Personalities - People high in conscientiousness, emotional stability, and agreeableness less likely to post “Facebook faux pas” (inappropriate content) than those lower in these personality traits Your Thoughts… If you were an employer, would you be inclined to use Facebook as a screening or selection tool? Why or why not?
You've reached the end of your free preview.
Want to read all 11 pages?
- Spring '11
- Cognitive Abilities Test, KSAOs