Takeaway Points 1 Measurement is essential to making good hiring decisions

Takeaway points 1 measurement is essential to making

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Takeaway Points 1. Measurement is essential to making good hiring decisions. Improperly assessing and measuring candidates’ characteristics can lead to systematically hiring the wrong people, offending and losing good candidates, and even exposing your company to legal action. By contrast, properly assessing and measuring candidates’ characteristics can give your organization a competitive advantage. 2. Measures of central tendency such as the mean, median, and mode and measures of variability such as range, variance, and standard deviation are useful for describing distributions of scores. This information can be used to compute standard scores, which can tell you how any individual performed relative to others and which can be used to easily combine scores that have different means and standard deviations. 3. Correlation is the strength of a relationship between two variables. Multiple regression is a statistical technique based on analysis of relationships. The technique identifies the ideal weights to assign each test so as to maximize the validity of a set of
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assessment methods; the analysis is based on each assessment method’s correlation with job success and the degree to which the assessment methods are intercorrelated. Correlation and regression analyses are used to evaluate how well an assessment method predicts job success and to evaluate the effectiveness of a firm’s overall staffing system. 4. Practical significance occurs when the correlation is large enough to be of value in a practical sense. Statistical significance is the degree to which the relationship is not likely due to sampling error. To be useful, a correlation needs to have both practical and statistical significance. 5. Reliability is how dependably or consistently a measure assesses a particular characteristic. Validity is how well a measure assesses a given construct and the degree to which you can make specific conclusions or predictions based on a measure’s scores. A measure must be reliable in order to be valid. In order to be useful, a measure must be both reliable and valid. 6. Standardization is the consistent administration and use of a measure. Objectivity is the amount of judgment or bias involved in scoring an assessment measure. Because they produce the most accurate measurements, it is best to use standardized, objective measures whenever possible. Discussion Questions 1. What types of measures of job candidates are most likely to be high in terms of their reliability and validity? Does this make them more useful? Why or why not? 2.
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How would you explain to your supervisor that the correlation between interview scores and new hire quality is low and persuade him or her to consider a new job applicant evaluation method?
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