Personnel selection: adding value through people - a changing picture

✍ Scribed by Cook, Mark

• Publisher: Wiley-Blackwell
• Year: 2016
• Tongue: English
• Leaves: 370
• Edition: Second edition
• Category: Library

✦ Synopsis

This is a fully updated edition ofPersonnel Selection, a seminal text on the psychometric approach to personnel selection by a noted expert in the field.

Focuses on cutting-edge topics including the influence of social networking sites, adverse impact, age differences and stereotypes, distribution of work performance, and the problems of selecting new employees using research based on incumbent employees Questions established beliefs in the field, especially issues that have been characterized as "not a problem," such as differential validity, over-reliance on self-report, and "faking good" Contains expanded discussion of research and practice in the US and internationally, while maintaining the definitive coverage of UK and European selection approaches Provides comprehensive yet accessible information for professionals and students, as well as helpful pedagogical tools (technical and statistical boxes, simplified figures and tables, research agenda boxes, key point summaries, and key references)

✦ Table of Contents

Title Page......Page 5
Copyright Page......Page 6
Contents......Page 7
Preface to the sixth edition......Page 9
Preface to the first edition......Page 11
WHY SELECTION MATTERS......Page 13
Traditional methods......Page 14
Informal recruitment......Page 15
Accuracy and honesty......Page 16
Fairness and sifting......Page 17
Bias in sifting......Page 18
Age......Page 19
Weighted application blanks and biodata......Page 20
Background investigation, aka positive vetting......Page 21
Application scanning software......Page 22
Physical characteristics......Page 23
Interests, values and fit......Page 24
NATURE OF THE INFORMATION COLLECTED......Page 25
Self-report evidence......Page 26
Recorded evidence......Page 27
WORK PERFORMANCE......Page 28
CURRENT SELECTION PRACTICE......Page 29
Selection in Britain......Page 30
Selection in Europe......Page 31
Selection further afield......Page 32
REASONS FOR CHOICE OF SELECTION METHOD......Page 33
Asking applicants......Page 34
KEY REFERENCES......Page 35
USEFUL WEBSITES......Page 36
RELIABILITY......Page 37
Error of measurement......Page 39
VALIDITY......Page 40
CRITERION VALIDITY......Page 41
Selective reporting and ‘fishing expeditions’......Page 42
The d statistic......Page 43
CONSTRUCT VALIDITY......Page 44
CONVERGENT/DIVERGENT VALIDITY......Page 45
CROSS-VALIDATION......Page 46
INCREMENTAL VALIDITY......Page 47
Mythical validity......Page 48
Narrative reviews......Page 49
Moderator variables......Page 51
Disagreement......Page 52
Reporting bias......Page 53
Identifying reporting bias......Page 54
First problem – low validity......Page 56
Second problem – variation in validity......Page 58
CRITICISMS OF VALIDITY GENERALIZATION......Page 61
Correcting for outcome reliability......Page 62
LATEST DEVELOPMENT IN VGA......Page 63
KEY POINTS......Page 65
KEY REFERENCES......Page 66
JOB DESCRIPTION AND PERSON SPECIFICATION......Page 67
Analysing information......Page 68
O*NET / Dictionary of Occupational Titles......Page 69
Position analysis questionnaire (PAQ)......Page 70
Fleishman job analysis survey (FJAS)......Page 71
Personality-oriented job analysis (POJA)......Page 72
Validity......Page 73
Wording......Page 74
USING WORK ANALYSIS TO SELECT WORKERS......Page 75
SYNTHETIC VALIDATION......Page 76
Is work analysis always essential?......Page 78
COMPETENCES/COMPETENCY MODELLING......Page 79
Big five competences grid......Page 80
KEY REFERENCES......Page 81
USEFUL WEBSITES......Page 82
Chapter 4 The interview: ‘I know one when I see one’......Page 83
Validity......Page 84
REASONS FOR POOR VALIDITY......Page 85
Select interviewers......Page 86
Train interviewers......Page 87
STRUCTURED INTERVIEWS......Page 88
Patterned behaviour description interview (PBD)......Page 89
Validity of structured interviews......Page 90
Resistance......Page 92
Convergent validity......Page 93
Mental ability......Page 94
Job knowledge......Page 95
Impression management (IM)......Page 96
Interviewee lying......Page 98
Interviewers make up their minds quickly......Page 99
The interviewer simplifies the task......Page 100
Are interviewers biased by race?......Page 101
Are interviewers biased by weight?......Page 102
Are interviewers biased against gay applicants?......Page 103
KEY POINTS......Page 104
USEFUL WEBSITES......Page 105
Uses of the reference......Page 106
Reliability......Page 107
American research......Page 108
Reasons for poor validity......Page 109
Competence-based......Page 110
UNSTRUCTURED REFERENCES......Page 111
Keyword counting......Page 112
LAW AND FAIRNESS......Page 114
PEER OR CO-WORKER ASSESSMENTS......Page 116
VALIDITY OF PEER RATINGS......Page 117
Peer rating and promotion......Page 119
KEY POINTS......Page 120
KEY REFERENCES......Page 121
Chapter 6 Tests of mental ability: ‘a … man of paralysing stupidity’......Page 122
Tests of general mental ability (GMA)......Page 123
Internet testing......Page 124
INTERPRETING TEST SCORES......Page 125
THE VALIDITY OF MENTAL ABILITY TESTS......Page 126
Validity for different types of work......Page 127
Validity in different countries......Page 128
Validity for different outcomes......Page 129
ORGANIZATIONAL PERFORMANCE......Page 131
Job complexity......Page 132
g OR SPECIFIC COGNITIVE ABILITIES?......Page 134
Occupational differences in mental ability level......Page 137
Linearity hypothesis......Page 138
Necessary but not sufficient......Page 139
Class and education......Page 140
An unemployable minority?......Page 141
Race/ethnicity differences......Page 142
Dealing with adverse impact 1. Altering the way scores are used......Page 143
Dealing with adverse impact 2. Altering the tests......Page 144
Dealing with adverse impact 3. Altering the way applicants perceive tests......Page 145
Others’ report......Page 146
KEY POINTS......Page 147
KEY REFERENCES......Page 148
USEFUL WEBSITES......Page 149
Chapter 7 Assessing personality by questionnaire: Do you worry about awful things that might happen?......Page 150
PERSONALITY QUESTIONNAIRES......Page 151
Keying and validation......Page 152
The five-factor model of personality......Page 153
USING PQs IN SELECTION......Page 154
QUESTION 2: WILL HE/SHE DO THE JOB WELL?......Page 155
Themes in work performance......Page 156
Incremental validity......Page 158
QUESTION 3: HAS HE/SHE GOT A GOOD ATTITUDE TO WORK? ORGANIZATIONAL CITIZENSHIP......Page 159
Violence and aggression......Page 161
Turnover......Page 162
THE SAGA OF HONESTY TESTS......Page 163
QUESTION 5: WILL THE TEAM WORK WELL?......Page 165
Linearity......Page 166
Situational strength......Page 167
Contextualization, or frame of reference......Page 168
Less than five? The FFM as a whole......Page 169
The dark side of personality?......Page 170
Assertion 1 – people tell the truth on PQs when applying for jobs......Page 171
Assertion 2 – faking does not reduce PQ validity......Page 173
Assertion 3 – faking is not a real issue......Page 174
Changing how the PQ is administered......Page 176
Adding items to the PQ that detect faking......Page 177
Reversing the effects of faking......Page 178
Changing the way PQs are used in selection......Page 180
Ethnicity......Page 181
The potential danger of multi-score PQs......Page 182
KEY POINTS......Page 183
USEFUL WEBSITES......Page 184
PROJECTIVE TESTS......Page 185
Rorschach test......Page 186
Validity......Page 187
OTHERS’ REPORTS......Page 188
Other–other......Page 189
Others’ report–work performance......Page 190
Self and other rating–work performance......Page 191
Background checks......Page 192
Conditional reasoning (CR)......Page 193
Behavioural demonstration......Page 194
RECORDED EVIDENCE......Page 198
Response to threat......Page 199
Language......Page 200
Graphology......Page 201
KEY REFERENCES......Page 202
Chapter 9 Biodata and weighted application blanks: How old were you when you learned to swim?......Page 204
WEIGHTED APPLICATION BLANKS......Page 205
BIODATA......Page 206
Biodata keyed to personality dimensions......Page 207
Rational keying......Page 208
Option keying vs. linear rating......Page 209
Different outcomes......Page 210
Different types of work......Page 211
Incremental validity......Page 212
Consortium measures......Page 213
The need for secrecy?......Page 214
FAKABILITY......Page 215
BIOGRAPHICAL MEASURES, FAIRNESS AND THE LAW......Page 216
Privacy......Page 217
KEY REFERENCES......Page 218
Dimensions – what the ac assesses......Page 219
Exercises – how the AC assesses......Page 220
RELIABILITY OF ACs......Page 221
Civil Service Selection Board (CSSB)......Page 222
META-ANALYSES......Page 223
THE DIMENSION × EXERCISE PROBLEM......Page 226
Factor analysis......Page 227
LINE OF RESEARCH 2: IMPROVING THE ANALYSIS......Page 228
Exercises......Page 229
Design......Page 230
ARGUMENT 1: ‘NEVER MEANT TO BE’......Page 231
ARGUMENT 3: ACs ARE REALLY SETS OF KEY TASKS, OR WORK SAMPLES......Page 232
Highly correlated dimensions......Page 233
CONSTRUCT VALIDITY......Page 234
Incremental validity......Page 235
FAIRNESS AND THE ASSESSMENT CENTRE......Page 236
KEY REFERENCES......Page 237
Assessing EI......Page 239
Predictive validity......Page 240
Construct validity......Page 241
Adverse impact......Page 242
Behavioural demonstration......Page 243
SITUATIONAL JUDGEMENT TESTS......Page 244
Validity......Page 245
EDUCATION......Page 246
Validity......Page 247
Trainability tests......Page 248
In-tray or in-basket tests......Page 249
Adverse impact......Page 250
Validity......Page 251
Adverse impact......Page 252
DRUG USE TESTING......Page 253
SOCIAL NETWORKING WEBSITES......Page 254
What SNWs could assess......Page 255
KEY POINTS......Page 256
KEY REFERENCES......Page 257
Chapter 12 Criteria of work performance: ‘the successful employee… does more work, does it better, with less supervision’......Page 258
Reliability......Page 259
Comparison with self-ratings......Page 260
Bias......Page 261
Sales......Page 262
Work quality......Page 263
Organizational citizenship......Page 264
Counterproductive work behaviour......Page 265
Adaptability......Page 266
Five dimensions – Project A......Page 267
Rating data......Page 268
The larger dataset......Page 269
MASEM......Page 270
Hierarchical models......Page 271
Liking bias......Page 272
Ethnicity bias......Page 273
INGRATIATION AND REPUTATION......Page 275
Good reputation or good performance?......Page 276
DYNAMIC CRITERIA......Page 277
PREDICTOR OR CRITERION?......Page 278
KEY REFERENCES......Page 279
BRITISH LAW......Page 280
OVERVIEW......Page 282
Computing adverse impact......Page 283
Adverse impact in Britain......Page 284
Combinations or composites of selection tests......Page 285
Formal quotas......Page 286
JOB-RELATEDNESS......Page 287
EEOC’s Guidelines......Page 288
Criterion validation......Page 289
Construct validation......Page 291
UK PRACTICE......Page 292
DISABILITY......Page 293
Accommodation......Page 294
Gender and differential validity......Page 295
Test fairness......Page 296
Intercept differences and over-prediction......Page 297
The ungifted......Page 298
KEY POINTS......Page 299
USEFUL WEBSITES......Page 300
HOW MUCH DOES WORKER PRODUCTIVITY VARY?......Page 301
THE ‘STAR’ HYPOTHESIS......Page 302
Implications for HR in general......Page 303
Implications for selection in particular......Page 304
Rational estimates......Page 305
The 40–70% rule......Page 306
CALCULATING THE RETURN ON SELECTION......Page 307
PROVING SELECTION REALLY ADDS VALUE......Page 309
THE APPLICANT’S PERSPECTIVE......Page 311
Applicants’ preferences for selection methods......Page 312
Models of applicant reactions......Page 313
Methodological problems......Page 314
Other themes......Page 315
POF as selection test?......Page 316
KEY POINTS......Page 317
KEY REFERENCES......Page 318
Chapter 15 Conclusions: Calculating the cost of smugness......Page 319
Fairness......Page 320
Cost......Page 324
Acceptability......Page 325
Positive manifold......Page 326
Technical refinements......Page 327
Changes in the law......Page 328
Broader strategic issues......Page 329
References......Page 331
Index......Page 360
EULA......Page 370