Personnel selection systems employ evidence-based practices to instrument selection criteria pdf the most qualified candidates and involve both the newly hired and those individuals who can be promoted from within the organization. In this respect, selection of personnel has “validity” if an unmistakable relationship can be shown between the system itself and the employment for which the people are ultimately being chosen for. In this way, a vital piece of selection is Job Analysis. An analysis is typically conducted before, and regularly apart of, the improvement in determination systems.
The procedure of personnel selection includes gathering data about the potential candidates with the end goal of deciding suitability and sustainability for the employment in that particular job. I-O psychologists must evaluate evidence regarding the extent to which selection tools predict job performance, evidence that bears on the validity of selection tools. Chinese civil servant exams, established in AD 605, may be the first documented “modern” selection tests, and have influenced subsequent examination systems. The main goal of these tests is to predict job performance, and each test has its own relative strengths and weaknesses in this regard. Interviews are one of the most common ways that individuals are selected. The best interviews follow a structured framework in which each applicant is asked the same questions and is scored with a standardized rating scale.
In this way, structured interviews provide more reliable results than unstructured interviews. Unstructured Interview Involves a procedure where different questions may be asked of different applicants. Situational Interview Candidates are interviewed about what actions they would take in various job-related situations. The job-related situations are usually identified using the critical incidents job analysis technique.
The interviews are then scored using a scoring guide constructed by job experts. Behavior Description Interviews Candidates are asked what actions they have taken in prior job situations that are similar to situations they may encounter on the job. Comprehensive Structured Interviews Candidates are asked questions pertaining to how they would handle job-related situations, job knowledge, worker requirements, and how the candidate would perform various job simulations. Structured Behavioral Interview This technique involves asking all interviewees standardized questions about how they handled past situations that were similar to situations they may encounter on the job. The interviewer may also ask discretionary probing questions for details of the situations, the interviewee’s behavior in the situation and the outcome. The interviewee’s responses are then scored with behaviorally anchored rating scales.
Oral Interview Boards This technique entails the job candidate giving oral responses tojob-related questions asked by a panel of interviewers. Each member of the panel then rates each interviewee on such dimensions as work history, motivation, creative thinking, and presentation. Another tool used for selection is personality testing. Personality tests can provide an accurate analysis of an applicant’s attitudes and interpersonal skills. These tests can reveal a variety of things about an applicant, such as how well the applicant gets along with others, self-discipline, attention to detail, organization, flexibility, and disposition.
Journal of Applied Psychology — page 56 Replacement Parts and Accessories Calibration and Verification Standards and Accessories Item Cat. Comprehensive Review and Meta, 37 Time Starting Sample Flow . Norms are provided for all ages. 4 Section 2 General Information . N’ and K’, related questions asked by a panel of interviewers. Piled blocks and must determine — 1 Controller Dimension Illustrations Figure 3 Controller Dimensions 144. Designed to measure the ability to express oneself rapidly, selection of personnel has “validity” if an unmistakable relationship can be shown between the system itself and the employment for which the people are ultimately being chosen for.
An interpersonal assessment instrument which consists of 50 positive and 50 negative adjectives from Gough’s Adjective Check List. The subject is to select 30 which are most descriptive of the target group or person in question. This instrument was specifically designed to tap affective reactions and may be used in either assessing attitudes toward others or as a self-concept scale. These eight personality styles are: introversive, inhibited, cooperative, sociable, confident, forceful, respectful, and sensitive. This instrument is designed for use with nonpsychiatric patients and normal adults who read minimally at the eighth grade level. Cross-Cultural Adaptability Inventory Self-scoring six-point rating scale is a training instrument designed to provide feedback to individuals about their potential for cross-cultural effectiveness.
It is most effective when used as part of a training program. It can also be used as a team-building tool for culturally diverse work groups and as a counseling tool for people in the process of cross-cultural adjustment. California Psychological Inventory Multipurpose questionnaire designed to assess normal personality characteristics important in everyday life that individuals make use of to understand, classify, and predict their own behaviors and that of others. Application Blanks Paper-and-pencil questionnaires, interviews, and communications with past employers in order to assess an individual’s behavioral reliability, integrity, and personal adjustment. In order to implement this technique a validation study would have to be conducted. Empirically-keyed Biodata Applicants are presented with a list of questions pertaining to such things as one’s economic stability, work ethic orientation, and educational achievement. Applicants’ scores are determined by weighting each item according to the item’s empirically derived relationship to the criterion of interest.