BUS 481 Chapter Notes - Chapter 9: High Fidelity, Job Analysis, Equal Employment Opportunity

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 481
• Professor: Peter Charlton

Document Summary

Are developed using also the logic of prediction and the selection plan: personality tests [low use, low cost, high reliability, moderate validity, negative reaction, low. Issues: format (video or written); scoring measures: which construct to simulate. Integrity tests [low use, low cost, high r, high v, high u, - reaction, low ai] But if faking occurs, it does not undermine its validity: negative applicant reactions. 3 consult job requirements matrix: develop selection plan, develop structured interview plan, evaluate effectiveness. select and train interviewers; 3- reliability: refers to the consistency of measurement: little research on reliability of initial assessment methods has been done, most application blanks contain inaccuracies or distortion. 4- validity: refers to the strength of the relationship between the predictor and job performance: low (. 31), biodata and training and experience requirements = moderate / high validity.