A Stochastic, Psychometric Valuation Model for Personnel Selection Systems

Conclusions about the effectiveness of selection systems require gathering, evaluating, weighting, and interpreting validity data, but these conclusions are obviously challenged to the extent that this process is suspect. Local validity information within the organization may be desirable but not available, and conducting a local validity study may be practically infeasible because of limited time, resources, and small sample sizes. Specific validity studies outside the organization may also be problematic if they are based on jobs or settings of questionable relevance, small sample sizes, range-restricted incumbent samples, and unreliable or content-deficient predictor and criterion measures. It is usually an understatement to say that sifting through a pile of such studies to make educated guesses about the validity of selection measures within of a specific organizational setting could be an idiosyncratic, time-consuming, and frustrating process, resulting in little confidence in any summary conclusions.

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Workplace Readiness and Personnel Selection

10.1093/acprof:oso/9780199373222.003.0002 ◽

2017 ◽

Author(s):

Paul R. Sackett ◽

Philip T. Walmsley

Keyword(s):

Personnel Selection ◽

Final Section ◽

Contextual Factors ◽

Selection Strategy ◽

Work Organizations ◽

Selection Procedures ◽

Factors Affecting ◽

Workplace Readiness ◽

Integrative Research ◽

Selection Systems

This chapter addresses four principal topics. First, it provides an overview of definitions for the concept of workplace readiness and presents a summary set of dimensions on which these definitions differ. Second, it presents overarching themes describing personnel selection procedures in work organizations. The chapter focuses on the design and use of selection systems, with an emphasis on factors affecting personnel selection strategy decisions, such as choices about organizationally valued criteria and contextual factors such as selection ratios. Third, the chapter summarizes efforts to identify and converge on a substantive taxonomy of workplace readiness model content, with an emphasis on the attributes in readiness models. Fourth, it presents recent integrative research as an example of one avenue for investigating the importance of personality attributes as they relate to workplace readiness. This final section describes work that drew on consideration of many of the topics presented throughout the chapter.

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Die meting van die invloed van organisasiegrootte op bruin werkers se houdings en gedrag

SA Journal of Industrial Psychology ◽

10.4102/sajip.v0i0.360 ◽

1985 ◽

Author(s):

R. Van der Bank

Keyword(s):

Personnel Selection ◽

Western Cape ◽

Training Techniques ◽

Selection Systems ◽

Training Programmes ◽

Labour Turnover

A survey of the literature indicates inconsistencies regarding the influence of size of organizations on variables such as efficiency of personnel selection systems, training, labour turnover, job absenteeism, job efficiency and so forth. In the Western Cape ten "large" factories were selected (number of Coloured workers 300 or more) and compared with 17 "small" factories (number of Coloured workers less than 50). By means of t-tests, statistical significant differences were found in respect of the following variables on which large organizations appeared more favourable: 1) more selection techniques are used; 2) selection programmes are more effective; 3) more training techniques are used; 4) training programmes are more effective; 5) workers are more satisfied; 6) the average job adjustment for workers are higher, and 7) workers are more satisfied with their salaries or wages. However, no significant differences were found in respect of labour turnover, absenteeism and job needs.Opsomming'n Oorsig van die literatuur dui daarop dat bevindinge onkonsekwent is wat betref die invloed van die grootte van organisasies op veranderlikes soos die doeltreffendheid van personeel-keuringstelsels, opleiding, arbeidsomset, werkafwesigheid, werkdoeltreffendheid en so meer. In Wes-Kaapland is tien "groot" fabrieke geselekteer (aantal bruin werkers 300 of meer) en vergelyk met 17 "klein" fabrieke (aantal bruin werkers minder as 50). Met behulp van t-toetse is statisties beduidende verskille gevind ten opsigte van die volgende veranderlikes waarvolgens groot organisasies meer gunstig vertoon: 1) meer keuringstegnieke word gebruik; 2) die doeltreffendheid van die keurings-programme is hoër; 3) meer opleidingstegnieke word gebruik; 4) opleidingsprogramme is meer doeltreffend; 5) werkers is meer tevrede; 6) werkers se gemiddelde beroepsaanpassing is beter, en 7) werkers is meer tevrede met hul salarisse of lone. Geen betekenisvolle verskille is egter gevind ten opsigte van arbeidsomset, werkafwesigheid en werkbehoeftes nie.

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Addressing the so-called validity–diversity trade-off: Exploring the practicalities and legal defensibility of Pareto-optimization for reducing adverse impact within personnel selection

Industrial and Organizational Psychology ◽

10.1017/iop.2020.19 ◽

2020 ◽

Vol 13 (2) ◽

pp. 246-271

Author(s):

Deborah E. Rupp ◽

Q. Chelsea Song ◽

Nicole Strah

Keyword(s):

Job Performance ◽

Personnel Selection ◽

Pareto Optimization ◽

Adverse Impact ◽

Optimization Approach ◽

Trade Off ◽

Selection Systems ◽

Recent Method

AbstractIt is necessary for personnel selection systems to be effective, fair, and legally appropriate. Sometimes these goals are complementary, whereas other times they conflict (leading to the so-called “validity-diversity dilemma”). In this practice forum, we trace the history and legality of proposed approaches for simultaneously maximizing job performance and diversity through personnel selection, leading to a review of a more recent method, the Pareto-optimization approach. We first describe the method at various levels of complexity and provide guidance (with examples) for implementing the technique in practice. Then, we review the potential points at which the method might be challenged legally and present defenses against those challenges. Finally, we conclude with practical tips for implementing Pareto-optimization within personnel selection.

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Handwriting Analysis and Personality Assessment

European Psychologist ◽

10.1027//1016-9040.5.1.44 ◽

2000 ◽

Vol 5 (1) ◽

pp. 44-51 ◽

Cited By ~ 5

Author(s):

Peter Greasley

Keyword(s):

Personality Traits ◽

Personality Assessment ◽

Personnel Selection ◽

Empirical Studies ◽

Handwriting Analysis ◽

Recruitment Process ◽

Academic Literature ◽

Personnel Recruitment ◽

The Subject ◽

Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

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The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000110 ◽

2014 ◽

Vol 13 (3) ◽

pp. 123-133 ◽

Cited By ~ 11

Author(s):

Wiebke Goertz ◽

Ute R. Hülsheger ◽

Günter W. Maier

Keyword(s):

Cognitive Abilities ◽

Personnel Selection ◽

Meta Analysis ◽

Mental Ability ◽

Occupational Category ◽

General Mental Ability ◽

Training Success ◽

Specific Cognitive Abilities ◽

Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

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Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000069 ◽

2012 ◽

Vol 11 (4) ◽

pp. 169-175 ◽

Cited By ~ 2

Author(s):

Katherine A. Sliter ◽

Neil D. Christiansen

Keyword(s):

Impression Management ◽

Personality Assessment ◽

Personnel Selection ◽

Lie Detection ◽

Personality Test ◽

Personality Measures ◽

Personality Tests ◽

The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

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