How do background data questions compare in validity to measures such as personality, integrity tests, etc.? Do they share variance in job performance with integrity measures? Do they add incremental validity when used with measures such as personality or cognitive ability?
I am intrigued by Katie's question. Katie, do you think there would be a difference in how much minorities vs. majority group members fake on biodata measures?
I feel like much of these questions/measures are irrelevant for current work performance. In fact, I think many of these questions, the organization has no business asking the applicant about. What information can organizations NOT get from applicants, because it seems like they can ask anything they would like?
I agree with Shane. If an item or question demonstrates criterion validity is that sufficient to justify its use? How much emphasis should be placed on content, construct, and, in the case of biodata, face validity? It seems to me that job related biodata questions about the type of responsibilities someone had in his or her previous job, or questions about job related KSAs would demonstrate much better face validity and I would predict other forms of validity as well. Did I miss it or were these types of questions not addressed in the readings?
Compared to all of the types of tests we have learned about (e.g., cognitive ability, personality), where do biotests sit with you? Do you think some of their benefits make up for some of the other tests’ shortfalls?
If a business determined that they had only time or money for one extra test beyond a cognitive test, which would you recommend based on our reading so far, a job-related personality measure or a job-related biodata tool? Could they be combined (as the Graham article showed?) Which has greater face validity? Can a biodata measure have significant incremental validity over a personality measure (over and above a cognitive ability test?)
•How likely are minorities to fake on biodata tests in order to present a different personal view of themselves for a position?
ReplyDeleteHow do background data questions compare in validity to measures such as personality, integrity tests, etc.? Do they share variance in job performance with integrity measures? Do they add incremental validity when used with measures such as personality or cognitive ability?
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ReplyDeleteI am intrigued by Katie's question. Katie, do you think there would be a difference in how much minorities vs. majority group members fake on biodata measures?
ReplyDeleteHow might multilevel modeling help to increase the validity of biodata selection measures?
ReplyDeleteI feel like much of these questions/measures are irrelevant for current work performance. In fact, I think many of these questions, the organization has no business asking the applicant about. What information can organizations NOT get from applicants, because it seems like they can ask anything they would like?
ReplyDeleteI agree with Shane. If an item or question demonstrates criterion validity is that sufficient to justify its use? How much emphasis should be placed on content, construct, and, in the case of biodata, face validity? It seems to me that job related biodata questions about the type of responsibilities someone had in his or her previous job, or questions about job related KSAs would demonstrate much better face validity and I would predict other forms of validity as well. Did I miss it or were these types of questions not addressed in the readings?
ReplyDeleteCompared to all of the types of tests we have learned about (e.g., cognitive ability, personality), where do biotests sit with you? Do you think some of their benefits make up for some of the other tests’ shortfalls?
ReplyDeleteIf a business determined that they had only time or money for one extra test beyond a cognitive test, which would you recommend based on our reading so far, a job-related personality measure or a job-related biodata tool? Could they be combined (as the Graham article showed?) Which has greater face validity? Can a biodata measure have significant incremental validity over a personality measure (over and above a cognitive ability test?)
ReplyDelete