Employee Selection: Predictors

Employee Selection: Predictors ➢ Reliability ○ Test-retest: Test given at time 1 should be similar to test given at time 2 ■ SAT scores - don’t generally go from 400 the first time to 1600 to second time ○ Internal-consistency ➢ Validity ○ Look for accuracy ○ Face Validity: Looks like its measuring what is says its gonna measure Matters Does Not Matter Clarity Simplifies processEfficientReliableApplicant Reactivity Assessing KSAO of interest ○ Content Validity: If it measures what it says its going to measure ■ Statistical backing ○ Criterion-related validity ■ Score on assessment -> Job performance■ Does your job performance match the score you received on the test ➢ Intelligence Tests ○ General mental ability, “g” ■ Reliable■ Strong criterion-related validity ○ The controversy ➢ Personality Inventories ○ Big 5 personality theory ■ O penness to experience ■ C onscientiousness ■ E xtraversion

■ A greeableness ■ N euroticism ➢ Situational Judgment Test (SJT) ○ Type of multiple-choice questions ■ Answers vary in their degree of appropriateness or desirability ○ Reflects practical intelligence ○ SJT development ■ Based on real-work experiences■ Response options rank-ordered by subject matter experts (SMEs)