MANA 3320 1st Edition Lecture 11 Outline of Last Lecture I 13 Tools of Selection II Film on Interviewing III 8 Interviewing Methods Outline of Current Lecture I 8 Interviewing Methods II 4 Tips for Interviewing III Origin of mass testing IV Selection Process V 6 Approaches to Validation Current Lecture 8 Interviewing Methods o 6 Phone interview o o 7 Computer interview Using a computer program that requires candidates to answer a series of questions tailored to the job Answers are compared either with an ideal profile or with profiles developed on the basis of other candidates responses 8 Video and digitally recorded interviews Phone interviews can be effective and actually help expand a company s pool of talent Using video conference technologies to record and evaluate job candidates technical abilities energy level appearance and the like before incurring the costs of a face to face meeting 4 Tips for interviewing o 1 Don t talk too much o 2 Don t express extreme positions or feelings about anything o 3 Don t express personal biases These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute o Origin of massive testing o 4 Don t talk about politics religion and sex Alpha and beta tests were introduced due to WWI and tested recruits on Intelligence level Skill level Education level Level of physical fitness Selection process o o Selection ratio The number of applicants compared with the number of people to be hired Determines which selection tool is most effective for the corresponding company Cutoff score o Hiring The point in a distribution of scores above which a person is considered and below which a person is rejected Done by line management 6 Approaches to validation o 1 Criterion related validity o a high score indicates a high job performance potential a low score is predictive of low job performance 2 Predictive validity o The extent to which a selection tool predicts or significantly correlates with important elements of work behavior The extent to which applicants test scores match criterion data obtained from those applicants employees after they have been on the job for some indefinite period 3 Content validity The extent to which a selection instrument such as a test adequately samples the knowledge and skills needed to perform a particular job o Most popular 4 Construct validity The extent to which a selection tool measures a theoretical construct or trait Are difficult to validate o o Example typing tests driver s license exams Ex creative arts tests 5 Concurrent validity The extent to which the test scores of current employees correlate with job performance Conduct a test on current employees and give the same test to job applicants then compare the scores and hire accordingly 6 Cross validation Verifying the results obtained by a validation study by administering a test or test battery to a different sample drawn from the same population Second level of validation
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