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Using a Scored Background Questionnaire for Selection: Construct and Criterion-related Validity

This study focuses on the development and validation of a scored background questionnaire for selection purposes, highlighting the importance of measuring quality work experiences, general ability, dependability, and teamwork skills in predicting job performance.

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Using a Scored Background Questionnaire for Selection: Construct and Criterion-related Validity

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  1. Using a Scored Background Questionnaire for Selection: Construct and Criterion-related Validity Frederick P. Morgeson – Michigan State University Matthew H. Reider – Purdue University Michael A. Campion – Purdue University Slides are available at: http://www.msu.edu/~morgeson/

  2. In the Beginning • Collect background information • Resumes and application forms • Huge reduction in number of applicants

  3. Our Purpose • Comparatively little research • A gap in the literature • Construct and criterion-related validity • Development and validation of scored background questionnaire

  4. What’s Been Done? • Application forms • Weighted application blanks • Training & Experience Evaluations

  5. What We Did • Developed a scored background questionnaire • Keep it simple • Conducted a job analysis • Key job factors assessed

  6. The Background Questionnaire • Questions • Experience in manufacturing and production • Experience with work-related equipment • Experience with physically demanding work • Experience with shift work and overtime • Educational and training background • Demonstrating ability to learn • Manufacturing or business courses • Maintenance or technical courses • Promotion experiences • Experience working in a team • Situations demonstrating creativity or innovation

  7. Example Item • What experiences have you had with physically demanding work (e.g., working with your hands, standing or sitting for extended periods on the job, lifting, etc.)? • Company name, title/job duties, years • If you have not had previous employment of this type, have you ever done this type of work in other settings (e.g., farm, work at home, volunteer work, hobbies, etc.)? • Please explain, years

  8. How it Was Scored • Supervisors or HR representatives rated the questions • Used a simple 5-point rating scale • Example scale (5) Substantial work experience suggesting he/she can perform physical requirements of jobs.(3) No relevant work experience, but no indication that physical requirements would be a problem.(1) Potential concerns that there may be difficulties meeting physical requirements.

  9. Methods • Setting & Participants • Steel mini-mill • 96 incumbents • Study context • Development of new selection system • Concurrent validation study • Different supervisors provided predictor/criteria data

  10. Predictor and Criterion Measures • Scored background questionnaire • 10-item measure, a = .74 • Structured Panel Interview • 14 situational questions; 14 past behavior questions • Inter-rater reliability = .89; a = .84. • Personal Characteristics Inventory (Barrick & Mount) • Big 5 Personality • Teamwork-KSA Test (Stevens & Campion) • Job performance • 10-item measure, a = .97 • Supervisory ratings • Working safely, working efficiently, etc.

  11. Results

  12. Results Summary • What is the background questionnaire measuring? • Quality of work experiences • General ability • Dependability • Ability to work well with others • What about predicting job performance? • Decent validity • Multiple correlation

  13. Conclusions • Good reliability • Related to other predictors • Good validity • Potentially useful screening device

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