CHAPTER 6
Predictors serve as subs for criteria- also used to forecast criteria
Test-a systematic way to observe behavior and describing it w numerical scales or
fixed categories
Job analysis- starting point for creating tests or predictors
Several types of tests
-speed test= composed of relatively easy items w a short time limit-
complete as many as possible
-power test- more difficult items w long or no time limit
-Individual test- costly, avoided on lower levels
group test- cost effective, more conducive to employee selection
paper and pencil test- mark responses
performance test- manipulation of an object or equipment
validity coefficient- a correlation that serves as an index of the relationship
between predictors and criterion, used as evidence that a particular test is a valid
predictor
TYPES of predictors
Cognitive ability- also called intelligence tests, two types
-General cognitive ability- general intelligence test
-Specific cognitive ability- predicts specific abilities
ex. Mechanical ability, special ability, clerical ability,
emotional intelligence
Psychomotor tests- speed and accuracy of motor sensory coordination
-Purdue pegboard- measures specific movement
-hearing and vision tests
Personality tests- numbers are assigned to characteristics
-most commonly self report like personality inventory
-OCEAN-openness to experience, conscientiousness, extraversion,
agreeableness, and neuroticism
Integrity test
-Overt integrity- attitudes toward theft or self admission of theft
-Personality type integrity – measures personality types believed to
predict counterproductive behavior
Work samples- attempt to duplicate performance criteria measures and use
them as predictors (mini replica of the job)
-Situational judgment tests- vignettes for candidates to choose best
alternative (retail me quiz)
Assessment centers- method in which raters are used to evaluate applicants
or incumbents on a standardized set of predictors
In basket- an individual test where and employee is asked to act as manager
to asses their responses to managerial situations
Leaderless Group Discussion- a group exercise designed to tap managerial
attributes
Biographical Information- personal history
Collected in two ways, application blank and Bio-data
