BUSI 4320 Lecture Notes - Lecture 14: Concurrent Validity, Personality Test, Content Validity

• School: Memorial University
• Department: Business Administration
• Course: BUSI 4320
• Professor: Lorne Sulsky

Document Summary

Initial contact with applicants: preliminary reception of applicants. This step has disappeared in many organizations with the increasing use of internet recruitment: applicant screening. Remove from consideration applicants who do not meet qualifications. Ensure application is useful and meets legal requirements. Biographical information blanks (bib: administration of employment tests. Empirical approaches: predictive validity, concurrent validity. Rational approaches: content validity, construct validity, differential validity. Types of tests: personality tests, ability tests; knowledge tests, performance tests, situational judgement tests, assessment centres, computer-interactive tests. Employment interviews: supervisors should have input into the final hiring decision, realistic job previews. Shows the candidate the type of work, equipment and working conditions. Tends to reduce employee turnover: verification of references. Former supervisors may not be candid, especially with negative information. May be scheduled after the hiring decision. Drug tests are increasingly used but may be found to violate employee rights: hiring decision. Marks the end of the selection process: update hris, retain applications for future.