MGMT 455Exam # 3 Study Guide - Initial selection instruments (p. 401) (p. 514)o Rough screening to reduce costso Used to minimize the costs associated with substantive assessment methods by reducing the number of people assessedo Predictors typically used to screen candidates from applicants include application blanks, biographical information, reference reports, and initial interviews Resumes  Applications Biodata surveys References/background checks Initial interviews- Substantive selection instruments (p.469) (p. 528)o More depth for validityo Substantive assessment methods are used to make more precise decisions about applicants—among those who meet minimum qualifications for the job, who are the mostlikely to be high performers if hired?o Developed using logic of predictiono Predictors used to select finalists from the candidate pool include personality tests; abilitytests; emotional intelligence tests; performance tests and work samples; situational judgment tests; integrity tests; interest, values, and preference inventories; structured interviews; and team assessmentso Ability tests Measures that assess an individual’s capacity to function in a certain way Cognitive ability tests: refer to measures that assess abilities involved in thinking,memory, reasoning, verbal and mathematical abilities, and the expression of ideas Psychomotor ability tests: measure the correlation of thought with bodily movement- Reaction time, arm-hand steadiness, control precision, and manual and digit dexterity Physical abilities tests: measure muscular strength, cardiovascular endurance, and movement quality- Upper body strength- Abdominal strength- Aerobic endurance- Physical mobility Sensory/perceptual abilities tests: assess the ability to detect and recognize environmental stimuli- Example: flight simulator used as part of the assessment process for airline pilots Job knowledge tests: attempt to directly asses an applicant’s ability to comprehend job requirementso Personality tests pg 428 The big five- Extraversion (sociable)- Agreeableness (trusting)- Conscientiousness (purposeful)- Emotional stability (calm)- Openness to experience (curious) Emotional intelligence: ability to monitor one’s own and others’ feelings, to discriminate among them, and to use this information to guide one’s thinking andaction - Self-awareness- Self-regulation- Self-motivation- Empathy- Social skills Measures emotional stability and conscientiousness- Emotional intelligence scores- Locus of control scores Measuring instruments- International personality item pool- Personal characteristics inventory- Hogan personality inventoryo Performance tests and Work samples Performance tests are mechanisms to assess actual performance rather than underlying capacity or disposition- For example, Chrysler asks applicants for its assembly-line jobs to try assembling auto parts, and applicants for executive-level positions undergo a “day in the life” simulation in which they play the role of plantmanager, a process that has been followed by Hyundai and Mitsubishi Performance tests measure what the person actually does on the job- Examples: internships, job tryouts, and probationary periods A work sample is designed to capture parts of the job, for example, a drill press test for a machine operators and a programming test for computer programmers. Motor vs Verbal Work Samples:- Motor work sample test involves the physical manipulation of thingso Examples include a driving test and a clothes-making test- A verbal work sample test involves a problem situation requiring language skills and interaction with peopleo Examples include role-playing tests that simulate contact with customers, and an English test for foreign teaching assistants High versus low fidelity tests- High fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the jobo Example is the one used in the petroleum industry to select truck drivers. The test is on a computer and mimics all the steps taken to load and unload fuel from a tanker to a fuel reservoir at a service station- Low fidelity test simulates the task in a written or verbal description and elicits a written or verbal response rather than an actual responseo Example is describing a work situation to job applicants and asking them what they would do in that particular situation Computer interaction performance tests vs paper and pencil testso Situational judgment:  These tests place applicants in hypothetical job-related situations where they are asked to choose a course of action from several alternatives- For example, applicants for a 911 operator position may listen to a series of phone calls and then are asked to choose the best response from a series of multiple-choice alternativeso Integrity tests—best used for theft prevention Overt: transparency problems Veiled: invasiveness problemso Interest tests: values, preferences, and aptitudes Attempt to assess the activities individuals prefer to do both on and off the job- Strong Vocational Interest Blank- Myers-Briggs Type Inventory Best used for- Career counseling- Career choices- Employee developmento Interviews: Typical interviewing problems:- Reliability problems- Interviewer skills levels- Negative vs positive impressions- The issues of halo error- Personal biases (diversity concerns)- Memory/recall limitations- Locus of control:o Your orientation toward changeo Contingent upon your own action (internal) vs contingent upon outside forces (external)- Bio Datao Personal history information on an applicant’s background and interestso “The best predictor of future behavior is past behavior”- References and Background Checkso Letters of recommendationo Reference checkso Background checks- Structured Interviews (p. 457): o Very standardized, job-related method of assessmento Has the following characteristics: Questions are based on job analysis The same questions are asked of each candidate The response to each question is numerically evaluated Detailed anchored rating scales are used to score each response Detailed notes are taken, particularly focusing on interviewees behaviors.o Situational: assess an applicant’s ability to project what his or her behavior would be in future hypothetical situationso Experience-based: assess past behaviors that are linked to the prospective job- Developing structured