Flashcards in this deck (101)

• What are the dos for writing CVs?

  • Be concise
  • List relevant jobs
  • Explain skills acquired
  • Include language skills
  • Mention supervisory positions
  • Include volunteer work
  • Highlight experience abroad
  cvs writing dos
• What are the don'ts for writing CVs?

  • Not enough detail
  • Vague descriptions
  • Reverse chronological order
  • Irrelevant tasks
  • Too much information
  • Forgetting key skills
  • Spelling errors
  cvs writing donts
• What affects shortlisting for interviews?

  • Formal resume styles
  • Insufficient information
  • Type of email address
  • Spelling errors
  • Font type (Arial preferred)
  cvs interviews shortlisting
• What is the importance of criterion validity?

  • Indicated by r
  • r = .10: small effect size
  • r = .30: medium effect size
  • r = .50: large effect size
  selection validity statistics
• What are some selection methods?

  1. Cognitive ability tests
  2. Personality inventories
  3. Work samples (role-plays, in-baskets)
  selection methods assessment
• What is a good criterion validity indicated by?

  • Correlation coefficient (r)
  • Small effect size: r = .10
  • Medium effect size: r = .30
  • Large effect size: r = .50
  validity selection statistics
• What should you understand by the end of Week 5?

  • Selection process: what and why
  • Advantages and disadvantages of methods
  • Decision making theory in selection
  • How selection fits into personnel processes
  selection learning week5
• Why can't you use work samples to measure performance?

  • It’s a snapshot of behavior
  • It doesn’t measure long-term performance
  selection work_samples performance
• What is the Taylor-Russell utility theory?

  • A method for combining data in selection
  • Focuses on predictor utility
  selection utility theory
• What does g stand for in cognitive ability tests?

  • General intelligence
  • Strongest predictor of job performance
  cognitive_ability intelligence selection
• What is the predictive validity of cognitive ability tests?

  Moderate validity = .31
  psychometrics cognitive_ability
• Cognitive ability tests are strong predictors of performance in which settings?

  • Higher education
  • Training in civilian and military work settings
  psychometrics performance
• How does predictive validity change with job complexity?

  Stronger as the job becomes more complex (e.g., managerial functions)
  psychometrics job_complexity
• What is the validity of cognitive ability tests in predicting OCB?

  Validity = .23
  psychometrics ocb
• What is 'adverse impact' in selection processes?

  Difference in selection rate for one group versus another (e.g., minority vs majority)
  psychometrics adverse_impact
• What factors contribute to adverse impact?

  • Socioeconomic factors
  • Societal influences
  • Stereotypes
  psychometrics adverse_impact
• What is a limitation of cognitive ability tests?

  Does not predict counterproductive work behavior (Big 5 predicts better)
  psychometrics limitations
• How can cognitive ability tests improve over time?

  With repeat tests (memory effect)
  psychometrics test_reliability
• What is better predicted by cognitive ability tests?

  Maximum performance versus typical performance
  psychometrics performance
• What is the most consistent predictor of task performance?

  Conscientiousness
  psychometrics personality
• What is the validity of conscientiousness for managerial performance?

  Validity = .25 and .28
  psychometrics personality
• What role does extraversion play in managerial performance?

  Predictor for managerial performance with validity = .21 and .31
  psychometrics personality
• When is extraversion predictive?

  When a job involves significant interaction with others (e.g., sales, management)
  psychometrics personality
• What is a curvilinear relationship in personality traits?

  Too much of a good thing can negatively affect performance
  psychometrics curvilinear_relationships
• What are some traits not captured by the Big 5?

  • HEXACO
  • Self-efficacy
  • Dark triad traits
  • Emotional intelligence
  psychometrics personality
• What is the validity of emotional intelligence?

  Validity = .30
  psychometrics emotional_intelligence
• What do work samples focus on?

  Meaningful samples of behavior relevant for the job
  psychometrics work_samples
• What is the validity of work samples?

  Good validity = .33
  psychometrics work_samples
• What is a benefit of work samples compared to cognitive ability tests?

  Less adverse impact than GMA
  psychometrics work_samples
• What is a key advantage of work samples?

  • Good validity (.33)
  • High face validity & acceptance
  • Less adverse impact than GMA
  assessment work_samples
• What is a disadvantage of work samples?

  • Can be timely and costly
  • Requires time to score and analyze behavioral data
  assessment work_samples
• What should be considered when designing work samples?

  • Group vs individual exercises
  • Bandwidth
  • Fidelity
  • Necessary experience
  • Task type
  • Mode of delivery
  assessment work_samples
• What are some types of work samples?

  • Leaderless group discussions
  • In-basket test
  • Role-plays
  • Situational Judgment Tests (SJT)
  • Structured interviews based on CIT
  assessment work_samples
• What is the aim of leaderless group discussions?

  To observe applicants' leadership, communication, cooperation, and conflict management in a group setting.
  assessment work_samples
• What does the In-Basket Test assess?

  • Problem-solving ability
  • Managerial and administrative skills
  • Delegation and attention to detail
  assessment work_samples
• What are assessors looking for in the In-Basket Test?

  • Ability to handle information
  • Prioritization skills
  • Decision-making under pressure
  assessment work_samples
• What is the validity of the In-Basket Test?

  Validity = .42 High face validity
  assessment work_samples
• What does direct observation of behavior allow for?

  • Valid assessment
  • High face validity
  • Discriminates well
  • Good predictor of managerial success
  assessment behavior management
• What is the aim of role-plays in work samples?

  • Simulate critical interpersonal challenges
  • Evaluate interpersonal behaviors
  work_samples role_plays interpersonal
• What are common challenges in role-plays?

  • Resolving customer issues
  • Interpersonal conflicts
  • Reaching compromises
  • Persuading others
  • Coaching others
  role_plays challenges interpersonal
• What are role-player prompts?

  • Verbal and nonverbal cues
  • Elicit job-related behavior
  role_plays prompts behavior
• What is a Situational Judgment Test (SJT)?

  • Low-fidelity assessment
  • Hypothetical scenarios
  • Evaluate response effectiveness
  sjt assessment hypothetical
• What are advantages of SJTs?

  • Inexpensive to develop
  • Good validity (.34)
  • Less adverse impact
  sjt advantages validity
• How do organizations use predictors?

  • Multiple predictors
  • Optimal combinations
  • Contribution to performance prediction
  predictors performance organization
• What is unique about selecting expats for international assignments?

  • Focus on context over content
  • Psychological aspects considered
  expats selection international
• What factors are important for expat success?

  • Cross-cultural adjustment
  • Personality characteristics
  • Language fluency
  • International experience
  expats success adjustment
• What is the validity of combining predictors according to Sackett et al. (2023)?

  • Mean validity = .51
  • Higher than individual predictors
  predictors validity meta_analysis
• What is cross-cultural adjustment important for?

  Success in international experience
  culture success
• What does decision making involve in selection?

  Accept/reject decisions based on selection methods
  decision-making selection
• What is the classical validity approach focused on?

  Measurement accuracy & predictive efficiency
  validity measurement
• What are the types of prediction models?

  1. Multiple regression approach
  2. Multiple cutoff approach
  3. Multiple hurdle approach
  prediction models
• What does the multiple regression approach do?

  Minimizes errors in prediction and combines predictors optimally
  regression prediction
• What is the multiple cutoff approach used for?

  When proficiency on one predictor cannot compensate for another
  cutoff selection
• How are cutoff scores set?

  1. Angoff method
  2. Expectancy charts
  cutoff assessment
• What is the multiple hurdle approach?

  Sequential passing for each predictor, often with less expensive procedures first
  hurdle selection
• What does the decision theory approach assess?

  The overall worth of a selection procedure
  decision-theory selection
• What is the predictive validity of SJTs?

  r = .45
  sjts validity
• How much profit do SJTs increase per individual hired?

  $3000
  sjts profit
• What is the predictive validity of SJTs?

  r = .45
  psychometrics sjts
• What percentage of employees perform well with SJTs?

  75% vs 55% without SJTs
  employment performance
• How much profit does SJT increase per hired individual?

  $3000
  finance sjts
• What are the 4 key factors for the utility of a predictor?

  1. Accuracy/validity
  2. Selection ratio
  3. Base rate of success
  4. Costs and benefits
  utility selection
• What is the selection ratio (SR)?

  % of applicants accepted from the population
  selection ratio
• What is the base rate (BR)?

  % of current employees considered effective
  selection base_rate
• What happens if BR is too high?

  Difficult to improve selection procedures
  decision_making br
• What is the ideal base rate for selection procedures?

  0.5
  selection ideal
• What is the utility of a selection procedure?

  Degree to which it improves quality of selected individuals
  utility selection
• How does criterion validity affect selection procedures?

  Higher validity leads to better performance and utility
  validity performance
• What are the outcomes of selection decisions?

  Correct acceptances, erroneous acceptances, erroneous rejections
  selection outcomes
• What is the aim of utility models?

  To assess the utility (or added benefit) of using a selection procedure over random selection.
  utility models
• What are the three main models of utility?

  • Taylor-Russell
  • Naylor-Shine
  • Brogden-Cronbach-Gleser
  models utility
• What does the Taylor-Russell model measure?

  Utility = % of selected applicants judged as successful (success ratio).
  taylor-russell utility
• What is the Naylor-Shine model focused on?

  Utility = average increase in performance on a criterion measure for selected applicants.
  naylor-shine performance
• How does the Brogden-Cronbach-Gleser model express utility?

  In financial terms: Utility = € payoff of an employee from increased performance.
  bcg financial
• What factors influence the Brogden-Cronbach-Gleser model?

  Validity, selection ratio, cost of testing, and financial value of performance.
  bcg factors
• What is the success ratio in the Taylor-Russell model?

  Proportion of selected individuals who would be successful with the new procedure.
  success_ratio taylor-russell
• What is the criterion cut off in utility models?

  A standard used to evaluate the selection method's effectiveness.
  criterion_cut_off utility
• What does the Naylor-Shine model depend on?

  Validity and selection ratio (SR).
  naylor-shine dependence
• What is an example of financial improvement in the BCG model?

  Improvement of $2700 per year in managerial performance.
  financial bcg
• What is the cost of monkey rental?

  €200
  costs monkey_rental
• What is the salary cost for employee interviews?

  €3,200 for 16 hours
  costs salary
• What is the next week focus in training?

  Training and developing incumbent’s KSAs
  training development
• What is the interview question about mistakes?

  Describe your biggest mistake and what you learned from it.
  interview questions
• What is the customer complaint about?

  Early redemption penalty on a personal loan
  customer_service complaints
• What is the concern raised in the email chain?

  Effectiveness of window displays amid rising unemployment
  communication concerns
• What is the subject of Item 3?

  Sales against Target
  sales performance
• What are the in-tray items summarized?

  Various documents including sales review and customer complaints.
  documents summary
• What is the percentage of sales for Penny in Quarter 4?

  117.7%
  sales performance
• What is the percentage of sales for Shanti in Quarter 4?

  68.4%
  sales performance
• What is the percentage of sales for Simon in Quarter 4?

  121.1%
  sales performance
• What is the percentage of sales for Paul in Quarter 4?

  108%
  sales performance
• What is the percentage of sales for Marie in Quarter 4?

  94.6%
  sales performance
• What is the percentage of sales for Jim in Quarter 4?

  103.6%
  sales performance
• What is the percentage of sales for Penny in Quarter 1?

  123.1%
  sales performance
• What is the percentage of sales for Shanti in Quarter 1?

  66.5%
  sales performance
• What is the percentage of sales for Simon in Quarter 1?

  50.4%
  sales performance
• What is the percentage of sales for Paul in Quarter 1?

  85%
  sales performance
• What is the percentage of sales for Marie in Quarter 1?

  96.7%
  sales performance
• What is the percentage of sales for Jim in Quarter 1?

  107.4%
  sales performance
• What are the options for responding to not receiving a new computer?

  • A: Assume a mistake and speak to manager
  • B: Confront manager
  • C: Take a colleague's computer
  • D: Complain to HR
  • E: Quit
  management responses
• What is the proportion of employees considered satisfactory?

  0.50
  employees performance