1. CHAPTER 9
External Selection II

2. Substantive Assessment Methods
Tests
Interest, values, and preference inventories
Structured interviews
Assessment for team and quality environments
Clinical assessments

3. Personality Tests TYPES -MMPI -The Big Five (5-Factor Model) -MBTI
MEASURES
-NEO-PI, HPI, PCI
EVALUATION

4. Ability Tests Cognitive Ability Tests Measures of Cognitive Ability
Evaluation
Limitations
Psychomotor Ability Tests
Physical Abilities
Sensory/Perceptual Abilities Tests
Computer Testing

5. More Substantive Assessment Methods…
Job Knowledge Tests
Performance Tests and Work Samples
Integrity Tests
Interests, Values, and Preference Inventories

6. Structured Interview
Characteristics
Evaluation
Future Uses

7. Constructing a Structured Interview
Job Requirements Matrix
The Selection Plan
The Structured Interview Plan
Selection and Training of Interviewers

8. The Structured Interview Plan
Constructing Questions
Constructing Benchmark Responses
Weighting the Importance of the Questions

9. Assessment for Team and Quality Environments
Clinical assessments

10. Choice of Substantive Assessment Methods (See ex. 9.19, p 463)
Use
Cost
Reliability
Validity
Utility
Applicant Reactions
Adverse Impact

11. Contingent Assessment Methods
Drug Testing
Medical Exams

12. Legal Issues--UGESP Summary Scope Discrimination defined
Suitable alternative selection procedures
Information on adverse impact
Evaluation of selection rates
Adverse impact and the 4/5ths rule
Validity
Affirmative Action