Reference
•
An expression of opinion regarding an applicant’s
ability, previous performance, work habits,
characters or potential for future success
▫ Reference : determined by the person / organization asking for it
▫ Letter of Recommendation : determined by the person / organization writing it
•
Reference Check
Reference
•
To confirm details on the resume
▫
Resume fraud: lying on experience or education
•
To check for discipline problems
▫
Negligence hiring: hiring without checking
•
To discover new information about the applicant
▫ Opinion may not be accurate…
Problems (cont.)
•
Leniency
▫ Most letter of recommendation are positive…
▫
Confidentiality
▫
Fear of legal ramifications
Defamation behavioral information
Negligent reference
•
Knowledge of the applicant
▫
Accurate?
Problems (cont.)
•
Low reliability
▫
Lack of agreement between providers of
references
Ethical Issues
•
State of relationship
▫ Sometimes people have dual roles…
•
Honesty
▫
Dilemma
•
Chance to see the reference before
Predicting Performance
•
Using Applicant Training & Education
▫
Minimum level of education
▫ Student’s GPA
•
Using Applicant Knowledge
Predicting Performance (cont.)
•
Using Applicant Ability
▫
Cognitive Ability Tests
Passing score?
▫
Perceptual Ability
Predicting Performance (cont.)
•
Using Applicant Ability (cont.)
▫
Psychomotor Ability
Finger dexterity, arm-hand steadiness, etc.
▫
Physical Ability
Strength and stamina
Job relatedness: necessary?
Passing Scores: minimum amount?
Predicting Performance (cont.)
•
Using Applicant Skill
▫
Work Samples
Directly related
Predict actual performance
Relevant
Minimum bias
▫
Assessment Centers
In-basket technique
Simulation
Predicting Performance (cont.)
•
Using Applicant Skill (cont.)
▫ Assessment Centers
Multiple assessment methods
Multiple assessors
Observe applicant perform simulated job tasks In-basket technique
▫ Types of daily information on the desk Simulation
▫ In a situation as similar as possible Work Sample
Leaderless Group Discussion
Predicting Performance (cont.)
•
Using Prior Experience
▫
Experience ratings
Quality of experience
Type of experience
▫
Biodata
Questionnaire that considers an applicant’s life,
Predicting Performance (cont.)
•
Using Personality, Interest & Character
▫
Personality Inventories
Normal personality
Normal individuals in everyday life
Psychopathology (abnormal behavior)
Serious psychological problems
▫
Interest Inventories
Likes-dislikes
Predicting Performance (cont.)
•
Using Personality, Interest & Character (cont.)
▫
Integrity Test / Honesty Test
Steal from the company
▫
Graphology
Handwriting analysis
Predicting Performance Limitation
•
Drug Testing
▫
Random sampling
▫
Random times
▫
Targeted
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Psychological Exams
