O are the devices representative of the tasks

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o Are the devices representative of the tasks, behaviors, and knowledge for the job? o Job analysis information and judgment provide evidence of validity o Useful when There are not enough employees or new hires to perform a statistical analysis Criterion measurement is difficult of impossible - Construct Validation Strategy o Does the measure actually measure what you think it measures? o Does the personality test really test you personality? o A specific construct must be required of the job Determined by job analysis o Your selection device must adequately measure that construct
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Must present evidence that the measure is in fact a measure of what you think it is Validity Generalization the degree to which evidence of validity obtained in one situation can be generalized to another situation without future study - Based on assumption that validity is not “situation specific” - Based on meta-analysis - No guarantee that same validity will be found in any specific workplace - Legal acceptability not yet established - Synthetic Validity have multiple selection devices, you can construct a hypothetical validity system Face Validity a subjective assessment of how well items seem to be related to the requirements of the job - Applicants may show negativity the lower the face validity - Whether the measure seems to measure what it is supposed to measure - Even if a measure seems face valid, if it does not predict job performance, then it should not be used - Not legal or statistical PPT #7: Utility of a selection device Usefulness of a selection device expected economic gains from using this device Measured by:* - Hiring success gain increase in the proportion of true positives over that achieved through random selection or another device… influenced by 3 main factors: o Validity of device (higher validity, higher utility) o Selection ratio (lower SR – higher utility) # hired / # total applicants o Base Rate of success (lower BR –higher utility) = % of applicant pool who can do the job Ex: If 90% of applicants can do the job, do we need a selection device? NO, we have a good chance of hiring everyone
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- ** Economic gain dollar value increase in returns for using the device … influenced by: o Hiring success gain o Cost of device o Standard deviation of performance in $$ - places some value on performance Scatter plot graphical illustration of the relationship between two variables - Each point on the chart corresponds to how a person scored on a measure and how he or she performed on the job Predictor Outcomes * - Group A – True Positives – We want this - Group B – True Negatives - Group C – False Positives - Group D – False Negatives o Most unfortunate… if we had hired them, they would have succeeded - Companies want to minimize false positives - Ex: Prego test, wants to decrease false negatives Taylor-Russell Utility Formula ** Base Rate= Selection Ratio = Success Ratio = Data requirements Assumptions Print Chart from PPT pg. 3
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Dollar Return on Investment – Rule of Thumb = Percentage of Salary New PPT # 8 Employee Selections: Overview and External Techniques
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  • Fall '12
  • STAFF
  • SELECTION DEVICES, applicant pool

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