1information from reference checks
empliyment and edu background, character and personality, job performance, willingness to rehire
2Can be sued for a reference check if
proof deframatory that is false which injured the ee (didn't get job)
3if past employers do not want to share reference checks try
sending a written report or release form from applicant
4big 5 personality assesment measures
extraversion, emotional intellegance, contientiousness, open to experience, agreeableness
5sociability, assertiveness, optimism
extraversion
6calmness, confidence
emotional stability
7courtesy, flexibility, trust
agreeablness
8responsibility, dependability
counsiouscouness
9intellect, culture
openness to experience
10core self evaluation measures
Self-esteem Generalized efficacy Locus of control Emotional stability
11An action-oriented trait affecting salary, rate of promotions, use oftransformational leadership, entrepreneurial intentions and jobperformance
; Includes:1. a desire for control;2. taking charge at work;3. above-average cognitive skills;4. high self-efficiency;5. setting challenging goals;6. opportunity seeking and breaking things that merit breaking;7. independent judgement combined with willingness to speak out;8. being an early riser; and9. assessing the probable success of proactive behaviour
proactive personality
12most common methods to measure personality
self report, judgment intv, judgement observers
13A series of brief items asking respondents to use a multiple-choice format to indicate personal information aboutthoughts, emotions, past experiences (Ex: “I am happy”) Answer choices: agree, undecided, disagree
self report questionare
14Most commonly used are NEO-Personality Inventory, andPersonality Characteristics Inventory (PCI) PCI has 150 multiple choice items using Five-Factorinventories; (Answers: agree, undecided, disagree)
five factor model
15Test-takers must choose the most liked item of 2-4 equallydesirable items
forced choice inventories
16Require verbal responses, but major differences; questionsand answers are intentionally ambiguous, instructions briefand vague
projective techniques
17reasons to use judgement of observers
Observers can rate an applicant’s personality even afterbrief conversation Observer ratings enhance prediction of job performance,often twice as well as self-reporting Ratings better from those who know the subject Obtain reputation-infused ratings from supervisors orcoworkers
18types of ability tests
Cognitive Mechanical Clerical
19cognitive ability test measure
knowledge
Cognitive ability tests measure several distinct abilities (verbal,mathematical, memory, reasoning); the tests are notinterchangeable
20cognitive abilities test
A multiple choice test with 50 items Covers vocabulary, common sense reasoning, formalsyllogisms, arithmetic, analogies, more Primary factor measured by test is verbal comprehension,then deduction and numerical 2 forms of Wonderlic: Quicktest (WPT-Q) is short, unproctored (internet) WPT-R arranged in order of ascending difficulty; must beproctored
The Wonderlic Personnel Test
21three main factors tested in a mechanical ability test
Spatial visualization Perceptual speed and accuracy Mechanical information
22mechanical ability test methods
Manual performance (but costly to administer and grade) Written problems (these now more widely used
23The most widely used for more than 50 years in jobs formanufacturing, production, energy, utilities, automotivemechanic, engineer, repair, technical sales & more Questions measure respondent’s ability to perceive andunderstand the relationship of physical forces andmechanical elements in practical situations
bennet mechanical comprehension
24a clerical ability test
Since 1933, the prototype of clerical ability tests and mostwidely used Brief, easily administered & scored One form consisting of 2 separately timed and scoredsubtests: number checking & name checking Score is the number right minus the number wrong
minnesota clerical
25what groups should be considered when making a physical abilities test
Females Disabled workers Older workers
26Resemble actual parts of the job Also known as performance tests Look for behavioral consistency through signs & samples Described by content & fidelity
simulation test
27limitations of simulation tests
Difficult to construct Assume that applicants already have the knowledge,ability and skills necessary; if not, must train applicant; test longer, more difficult Expensive
28Simulation tests used for selection of managers,professionals and executives Done in groups (6-12) Series of devices
assesment centers
29a paper-and-pencil test designed to replicateadministrative tasks for job
in basket
30designed to representmanagerial activities requiring interaction of small groups ofindividuals to solve a problem successfully; no leader for thegroup is named
leaderless group sidcussion