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Selection 2

Selection 2. MANA 4328 Dr. George Benson benson@uta.edu. Selection Bias. White Sounding Names The professors at U. of Chicago and MIT sent about 5,000 resumes in response to want ads in The Boston Globe and Chicago Tribune.

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Selection 2

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  1. Selection 2 MANA 4328 Dr. George Benson benson@uta.edu

  2. Selection Bias White Sounding Names • The professors at U. of Chicago and MIT sent about 5,000 resumes in response to want ads in The Boston Globe and Chicago Tribune. • “White" names received 1 response for every 10 resumes mailed, while "black" applicants with equal credentials received 1 response for every 15. Texas Accents Y’all • Study by U. of North Texas researchers has found that Texas hiring managers look favorably on applicants with pronounced Texas accents. • Speakers from California and Minnesota, whose regional accents are less distinguishable, generally do better with managers all across the country.

  3. Selection Tests and Litigation • Unstructured interviews • Cognitive ability tests • Physical ability tests • Structured interviews • Work sample tests • Assessment Centers More likely to be challenged in court.

  4. Substantive Methods • Training and Experience Checklists • Weighted Application Blanks (WAB’s) • Biodata • Interviews • Ability Tests • Proficiency Tests • Assessment Centers • Personality Tests • Integrity Tests

  5. Methods to Improve Initial Selection • How can organizations encourage honesty in applications and resumes? • Training and Experience Evaluations (Checklists) • Weighted Applications

  6. Weighted Application Blanks

  7. Developing WAB’s • Choose criterion • Performance characteristics of the job • Identify groups • Typically high performers and low performers • Select application items and response categories • Things that are likely relevant to performance • Determine weights based on group differences • Validate weights using a holdout sample • Set cutoff scores based on validation results

  8. Biodata Inventories • Reliable – Valid (r = .32 to .37) • Series of questions on a wide variety of subjects • Background (e.g. hobbies, jobs, and education) • Situational questions • Personality and Values • Compared to a profile generated from successful employees or database for occupations.

  9. Examples of Biographical Questions • How many jobs have you held in the last five years? • Were you ever class president? • Have you ever repaired a broken radio so that it later worked? • While growing up, did you collect coins? • When you were a teenager, how often did your father help you with schoolwork? • About how many fiction books have you read in the past year? • How many hours a week do you spend studying? • By the time you were 18 had you traveled at least 500 miles from home by yourself?

  10. Profile Matching D2 = Σ (P(ideal) – P(applicant))2 • Develop a set of target or “ideal” scores by sampling high performers. • For each item subtract the applicant’s scores from the ideal score and square the result. • Sum the squares of the difference scores. • Smaller D scores more closely resemble the “ideal” candidate.

  11. Why use Biodata? • Why not use Biodata?

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