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Innovative Methods of Selecting New Employees: Simulations and In-Baskets

Warren Bobrow, Ph.D. All About Performance, LLC warren@allaboutperformance.biz (310) 670-4175. Innovative Methods of Selecting New Employees: Simulations and In-Baskets. Some History In Personnel Selection. Personality Now Of Great Interest to I/O Psychologists

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Innovative Methods of Selecting New Employees: Simulations and In-Baskets

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  1. Warren Bobrow, Ph.D. All About Performance, LLCwarren@allaboutperformance.biz(310) 670-4175 Innovative Methods of Selecting New Employees: Simulations and In-Baskets

  2. Some History In Personnel Selection • Personality Now Of Great Interest to I/O Psychologists • Performance Testing Has a Long History in I/O Psychology • Computer-Based Tests Are Increasingly Popular

  3. Validity of Various Selection Procedures(Schmidt & Hunter, 1998)

  4. What We’ll Be Addressing • The Criterion Validity of Various Innovative Procedures. • How Streamlining Assessments Can Increase ROI and Usability.

  5. Comparison of Validity Between Live and Computer-Based Simulations • Many organizations are looking to leverage computers in selection • More efficiency • More accurate data gathering • Projects a more positive image with applicants • Are they getting good value?

  6. Why is This Important? • If Computer-Based Simulations Are As Effective as Live Ones, Then: • Objective Way To Measure Skill and Ability • Cost Savings Can Be Realized

  7. Live and Computer Based Simulations • Live Simulations Have Been Shown To Be Valid Predictors of Job Performance • Computers Are Limited in Their Ability to Analyze Open-Ended Responses • Is the Lower Cost of Computer Simulations Worth the (Presumed) Lower Validity

  8. Item Writing Possibilities: All Applicants Get the Same Test Item1 Item2

  9. Item Writing Possibilities: All Applicants Potentially Get A Unique Test Item1 Item2 Item3 Item4

  10. Item Writing Possibilities: All Applicants Get Similar But Different Tests Item1 Item2 Item3 Item4

  11. Simulation Demonstrations • Supervisor In-Basket • Supervisor Coaching • The CSR Computer Based Simulation Test • The CSR Live Simulation Test

  12. Comparison • But Do These ‘Innovative’ Methods work as well (and have the same ROI) as Traditional Ones? • Same Construct Validity? • Worse/Equal/Better Criterion-Related Validity?

  13. What the CBT Measures

  14. Live Simulations • Designed as a Traditional Simulation Exercise • Trained Role-Players/Raters • 1 Practice and 2 Real Calls

  15. Live Simulation Factor Structure

  16. Validities:Computer vs. Live Live k=3, Computer k=21

  17. Moral to the Story • Computer Based Simulations Have the Same Construct Validity as Their Traditional Counterparts • Multiple Choice Format Does Not Lead to a Decrement in Validity • Innovative Methods Provided Higher ROI

  18. Improvements to Computer Tests • Better, More Sophisticated Branching Techniques • Voice Recognition of Tone, Not Just Words

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