21 Aug DB Forum 2: Scoring Applicant’s Responses
DB Forum 2: Scoring Applicant’s Responses
Determining Scores to Responses
When interviewing candidates, evaluating their letters of recommendation, and reviewing their previous work experience, it is essential that each component contain elements of standardization to ensure that the applicant hired is 1) the best candidate for the position based on these measures, and 2) the candidate was objectively evaluated. The position I’ve chosen for the Job Analysis Project is a Police Officer.
Interview Questions
Interview questions should be highly standardized, with specific time limits allotted to each applicant and uniform questions to be asked by the interviewers. An effective method of assessing the interview results would be to rate the job applicants on a scale of 1-5. In addition to this standardization, it is imperative that the interrater agreement is achieved. “Critical uses, such as hiring decisions, demand very high levels of reliability, well in excess of 75% agreement” (Heneman, Judge, & Kammeyer-Mueller, 2015, p. 332). One implication of scoring interview questions is that interviewees might lie during an interview to improve their scores. “The size of the improvement of these interview scores correlates with the interviewee’s cognitive ability and their ability to identify the targeted interview dimensions” (Buehl, Kuhnel, & Melchers, 2018, para. 2).
Letters of Recommendation
Recommendation letters are tricky to objectively, accurately, and fairly score relative to other applicants. This is due to the various factors that recommendation letters address, some addressing areas that others do not. Another implication that further challenges scoring is comparing scores of standardized letters of recommendations and traditional narrative letters of recommendation (Young, 2017). In order to create more standardization in scoring letters of recommendation, I would consider implementing the method shown in Exhibit 6 (p. 392). The method of providing a scale for mental ability, consideration-cooperation-dependability-reliability, urbanity, and vigor will allow for measurement of the individual applicant and a statistical comparison between applicants as well (Heneman, Judge, & Kammeyer-Mueller, 2015).
Previous Work Experience
Scoring previous work experience is a tedious and challenging task, as applicant’s work experience, knowledge, and skills learned vary greatly. The scoring of previous work experience for police applicants, specifically, is unique compared to the way a typical office position would be scored. The position requires a strength and knowledge-based training academy, so it would be difficult to score work experience based on those terms; however, morals, judgement, integrity, and objectivity could be measured through previous position requirements, and specific examples of presenting these values through job responsibilities.
Considerations
Through the hiring process, the hiring manager should ensure that the process is free of contamination. Contamination can occur through a variety of sources. These sources include content domain, standardization, raters, and the rating situation. In order to achieve the most control in the process, the material listed on tests should be clearly defined, the time limit and questions uniform for each applicant, and raters properly trained (Heneman, Judge, & Kammeyer-Mueller, 2015, p. 331). The scoring process should always maintain integrity and objectivity. Titus 2:7-8 (ESV) says, “Show yourself in all respects to be a model of good works, and in your teaching show integrity, dignity, and sound speech that cannot be condemned, so that an opponent may be put to shame, having nothing evil to say about us.”
References
Buehl, A. K., Kuhnel, J., Macan, T., & Melchers, K. G. (2018). Tell me sweet lies: How does faking in interviews affect interview scores and interview validity? Journal of Business and Psychology, 34(1), 107-124, https://doi-org.ezproxy.liberty.edu/10.1007/s10869-018-9531-3
Heneman, H. G. III, Judge, T. A., & Kammeyer-Mueller, J. D. (2015). Staffing organizations (8th ed.). Mishawaka, IN: Pangloss Industries, McGraw-Hill
Huber, A. (2018). Exploring hiring practitioner preferences for and assessment practices of prospective candidates. Journal of Interior Design, 43(4), 21-44.
https://doi-org.ezproxy.liberty.edu/10.1111/joid.12131
Young, V. N. (2017). Letters of recommendation: Association with interviewer’s perceptions and preferences. Journal of Otolaryngology-Head and Neck Surgery, 156(6), 1108-1113. https://doi.org/10.1177/0194599817706063
thread 2
Question
Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also, assume because of severe hiring pressures, you hired all of the applicants, regardless of their test scores. How would you investigate the criterion-related validity of the test?
Answer
Introduction
This post will look at the ways to test the criterion validity of a test particularly as it relates to predictive validity. In Staffing Organizations it is said that “Scores on the predictor and criterion are obtained for a sample of individuals; the relationship between the scores is then examined to make a judgment about the predictor’s validity” (Heneman, Judge, & Kammeyer-Mueller, 2019. p. 340) According to Criteria, a provider of pre-employment testing, “In the context of pre-employment testing, predictive validity refers to how likely it is for test scores to predict future job performance.” (What is Predictive Validity?, 2019). Checking the validity is useful in case adjustments must be made to the tests for future applicants. If the test is a poor predictor of performance, then it will have to be changed. To test this, each new employee’s performance evaluations can be compared to their scores on the general ability test. If evaluations do not cover the necessary areas, then an additional evaluation could be added during a probation period, or as an internal study after a period of time for new hires. This would allow a relatively unobtrusive method of gathering the information. Also, criterion measures do not need to be restricted to performance measures. Things such as attendance, retention, safety, and customer service can also be used (Heneman, Judge, & Kammeyer-Mueller, 2019. p. 340). The next sections will explore measuring the accuracy of the verbal and computational skills in turn.
Verbal Skills
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