Personnel Selection Methods

References, biographical data, and job applications gather background information on applicants before an interview. These techniques are, at best, weak predictors of future job success. Physical ability tests may be relevant for predicting not only job performance, but for predicting occupational injuries and disabilities as well. Work-sample tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs in the simulated job.

In this exercise, please read the mini-case and answer the questions that follow.

Easy Moving, a moving company, is seeking outside advice from a consultant (you) about the appropriate selection measures to use to analyze job candidates. The position that the company most often hires for is a Driver/Mover. Individuals in this job must be able to drive long hours, and lift and carry heavy objects for long periods of time. When people are moving from one home to another they contact Easy Moving to take care of relocating all of their belongings. The people responsible for the move are the Drivers/Movers.

Because driving a truck is an essential function of the job, individuals must not only be physically capable of driving, but also must have an impeccable driving record. Driving a truck can be considered a safety hazard if the individuals were not in the right frame of mind to be a good driver. Easy Moving should keep these things in mind when analyzing applicants. Additionally, individuals applying for a Driver/Mover position with Easy Moving must have the physical ability necessary to move heavy furniture, a requirement that is mentioned prominently in the job description. Inability to move furniture and other objects would be a risk to the employees themselves, as well as to the safety of co-workers, clients, or the clients' belongings.

Which of the following is a drawback to requesting reference letters or conducting reference checks?

Multiple Choice

• They are used too often.

• They can be low in validity.

• They are too objective.

• They discourage ingratiation by the candidate.

• They are used too infrequently.

Which of the following techniques would the moving company use if it wanted to test the spatial memory and verbal reasoning of its candidates?

Multiple Choice

• physical ability test

• work sample

• cognitive ability test

• personality test

• intelligence test

Which of the following is not one of the reasons that the moving company should use one of the seven classes of physical ability tests?

Multiple Choice

• Physical ability tests are very inexpensive to administer.

• Physical ability is essential for performing the job.

• Failure to adequately perform the job would result in some risk.

• Physical ability tests have low validity.

• Physical ability tests have low reliability.

Which of the following is an example of a work sample that the company might ask of an applicant?

Multiple Choice

• a personality test to make sure that the applicant will work well with others

• a muscular tension test to assure that the applicant can handle the intensity of the job

• a judged competition among applicants where they drive, pack up a house, load the truck, drive to the drop-off location, and unload the truck

• an endurance test

• evidence of a good driving record