Professional Documents
Culture Documents
Satisficing: making an acceptable or adequate choice rather than the best or optimal choice
Organizational fit: an applicants overall suitability for the organization and its culture
Selection Errors
Implicit theories: personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness
False positive error: occurs when an applicant who is assessed favourably turns out to be a poor choice
False negative error: occurs when an applicants who is rejected would have been a good choice
Pure judgment approach: an approach in which judgemental data are combined in a judgmental manner
Trait rating approach: an approach in which judgmental data are combined statistically
Profile interpretation: an approach in which statistical data are combined in a judgmental manner
Judgmental composite: an approach in which judgmental and statistical data are combined in a judgmental manner Statistical composite: an approach in which judgmental and statistical data are combined statistically
Researchers conclude that groups are generally better at problem solving and decision making than the average individual
Groups make better selection decisions than individuals
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Class Activity
1.
Think about the types of decisions you make on a daily basis. What would be some examples of routine and nonroutine decisions?
Is it better to discuss the decision making process as a group or on an individual basis? What has been your experience in this area?
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Incremental validity: the value in terms of increased validity of adding a particular predictor to an existing selection system
Cut-off score: a threshold; those scoring at or above the cut-off score pass, those scoring below fail Selection ratio: the proportion of applicants for one or more positions who are hired
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Decision-Making Models
Unit and Rational Weighting Multiple Regression Model Multiple Cut-Off Model Multiple Hurdle Model Combination Model Profile Matching Model
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Top-down selection: involves ranking applicants on the basis of their total score, selecting from the top down until the desired number of candidates has been selected
Based on the assumption that individuals scoring higher will be better performers on the job than those scoring low Considered the best approach for maximizing organizational performance
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Banding
Banding: refers to a grouping process that takes into account the concept of standard error of measurement involves grouping applicants based on ranges of scores
Cut-off scores are actually a form of banding where there are two bands
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Selection systems are made more effective by the following recommendations: Use valid selection instruments Dissuade managers from making selection decisions based on gut feelings or intuition Encourage managers to keep track of their own selection hits and misses
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Train managers to make systematic selection decisions Periodically evaluate or audit selection decisions in order to identify areas needing improvement
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Identify all of the sources of information about the applicant available to you Use reliable, valid selection instruments whenever possible Determine which decision-making model you will use
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If using the regression or combination models, collect and save data over a period of time for all predictors as well as job performance data for those applicants who are hired
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If using multiple cut-off or multiple hurdle models, determine appropriate cut-off scores for each predictor
Combine data from different predictors statistically to yield an overall score Offer the position(s) to the candidate(s) with the highest overall score(s)
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Summary
Selection decisions are made by groups, rather than by individuals Methods that involve combining applicant information in a statistical manner are better methods in reducing errors and predicting job performance
Various decision-making models are used
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Discussion Questions
1.
What are the common decision-making errors made in employee selection? Can these be eliminated? If so, how? If they cannot be eliminated, can they be reduced? If so, how?
What is the difference between judgmental and statistical approaches to the collection and combination of applicant information?
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2.
Why do organizations tend to use groups to make selection decisions? What are the advantages and disadvantages of group decision making?
Why is it better to use predictors that are uncorrelated or that have a low correlation with each other than predictors that are highly correlated with each other.
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