In this activity, you will read a case about a small business. The company needs to hire a new employee and needs advice on what tools to use to select and hire the best candidate for the job. Review the section in your text on the types of employment tests that can be used for employee selection.

Read the case below and answer the questions that follow.

You are a consultant who specializes in job candidate evaluation and employee selection. A moving company is seeking your advice about the appropriate selection measures to evaluate candidates for the position of driver/mover. When people are moving from one home to another, they contact the moving company to take care of relocating their belongings. The people responsible for the move are the driver/movers. Applicants for this job must be able to drive long hours and lift and carry heavy objects.

Because driving a truck is an essential function of the job, applicants must not only be physically capable of driving, but must also have an impeccable driving record. Driving a truck is a dangerous safety hazard if the applicant is not a good driver. Also, the job description requires that applicants for a driver/mover position with the moving company must have the physical ability necessary to move heavy furniture safely and without damage. An applicant unable to perform this task would be a risk to the employer, as well as to the safety of co-workers, clients, and the clients' belongings.

1)Which of the following pieces of information would be inappropriate to collect during the application process?

• information about the candidate's work history

• information about the candidate's age

• information about the candidate's education

• information about the candidate's previous experience in the industry

2) Which one of the following techniques would you consider least valuable to the moving company in predicting performance and injuries for this physically demanding job?

• job performance test

• drug test

• physical ability test

• cognitive ability test

3)The company would like to develop a situational interview to use during the application process. Which of the following best reflects a situational interview question?

• One of your customers from last week has called the company complaining that many of her belongings are missing, and is accusing your crew of theft. How would you handle this situation?

• Describe a time when you had to handle a conflict with a difficult coworker. What was the situation and how did you resolve it?

• cognitive ability test

• Tell me about your past experience in the trucking industry.

4) The company wants to ensure that candidates have the ability to safely move, load, and unload heavy furniture. Which of the following methods would provide the most valid (i.e., accurate) way to assess this?

• Have the candidate take a medical examination to determine physical fitness.

• Conduct a reference and background check.

• Develop a work sample where candidates are asked to lift, move, and load a variety of objects.

• Ask the candidate if they think they can do it.

5) The company has decided that, in order to save time and money, the assessments they give should be presented in a specific order - for example: each candidate must first pass the initial application screening before moving on to the interview, then must pass the interview before moving to the next step of the process, and so on. What approach does this best represent?

• compensatory model

• multiple hurdle model

6) The company wants to make sure that the structured interview they have designed is "valid" - you recommend that they can establish validity by ensuring the questions asked accurately reflect the tasks and KSAOs required for the job. What type of validity is this?

• construct validity

• content validity

• criterion-related validity

• It is not possible to prove an interview has validity