•Recall can be an issue with response accuracy in biodata items. This article did not go into ways to prevent that or account for these discrepancies. How does the ADA help applicants with LDs and dementia or memory related issues?
I must say I was surprised by the biographical questions included in this article. I cannot imagine asking potential hires whether or not they have had a pleasant life to this point or when they are most likely to have a headache, or how much they enjoy “loafing or watching TV.” I assume these sorts of questions are no longer asked, but doesn’t this point to general ethical issues of job relevance and personal privacy? Just because something is correlated with performance, does that mean that it should be used (even if legal) as a selection criterion?
Given the date of the review, is there more literature and applied support now for the rational scale and subgrouping procedures for analyzing background data?
When determining the validity of background data do companies/selection experts have hypotheses about the relationships between background data and performance or is it more exploratory?
This was a good/helpful review of background data. It seems these measures really vary in what sort of questions are asked. I suppose because they are sometimes job specific in nature. However, I agree with Shay , some of these background questions can be a little personal, are there any questions the organization cannot ask?
Reiter-Palmon and Connelly found that the best scoring keys are based on theoretical evidence, but Mumford and Owens claim that rational scoring might be a viable and practical option. Do you agree that this is useful alternative?
Some of this is intuitive, but to do it scientifically takes great attention. How can I/O psychologists help run of the mill managers become better at the skil of identifying clear precise definitions of criterion performances of interest To start with And secondly How to identify good predictors – e.g developmental antecedents
•Recall can be an issue with response accuracy in biodata items. This article did not go into ways to prevent that or account for these discrepancies. How does the ADA help applicants with LDs and dementia or memory related issues?
ReplyDeleteI must say I was surprised by the biographical questions included in this article. I cannot imagine asking potential hires whether or not they have had a pleasant life to this point or when they are most likely to have a headache, or how much they enjoy “loafing or watching TV.” I assume these sorts of questions are no longer asked, but doesn’t this point to general ethical issues of job relevance and personal privacy? Just because something is correlated with performance, does that mean that it should be used (even if legal) as a selection criterion?
ReplyDeleteGiven the date of the review, is there more literature and applied support now for the rational scale and subgrouping procedures for analyzing background data?
ReplyDeleteWhen determining the validity of background data do companies/selection experts have hypotheses about the relationships between background data and performance or is it more exploratory?
ReplyDeleteThis was a good/helpful review of background data. It seems these measures really vary in what sort of questions are asked. I suppose because they are sometimes job specific in nature. However, I agree with Shay , some of these background questions can be a little personal, are there any questions the organization cannot ask?
ReplyDeleteReiter-Palmon and Connelly found that the best scoring keys are based on theoretical evidence, but Mumford and Owens claim that rational scoring might be a viable and practical option. Do you agree that this is useful alternative?
ReplyDeleteSome of this is intuitive, but to do it scientifically takes great attention.
ReplyDeleteHow can I/O psychologists help run of the mill managers become better at the skil of identifying clear precise definitions of criterion performances of interest
To start with
And secondly
How to identify good predictors – e.g developmental antecedents