37:533:301 Lecture Notes - Lecture 22: Impression Management, Reasonable Accommodation

• School: Rutgers University
• Department: Human Resource Management
• Course: 37:533:301
• Professor: Hadi El Farr

Document Summary

Unbiased: extent to which selection measure is bias-free. Personal characteristics: interviewer preferences, stereotypes and poorly designed selection methods might discriminate (directly or indirectly) based on the candidates" personal characteristics. Contrast effect: an evaluation of one or more job applicants is artificially inflated or deflated compared to another job applicant. Impression management: occurs when job applicants engage in actions to present themselves in a positive light to the interviewer with the idea of biasing the outcome of the interview in their favor. Generalizability: the degree to which the validity of a selection method established in one context extends to another contexts. If yes, then this predictor is generalizable: does the same predictor of performance work in all contexts, the more generalizable the predictor, the higher utility it has. Thus, a cost- benefit analysis is needed to assess its utility. If there is no business necessity and the process is causing desperate.