Selection
Group 8:
Matthew Winfrey, Alyssa Mendoza, Liz Ann Garcia, Marianne Trinh, Leona Li
More Than g: Selection Quality and Adverse
Impact Implications of Considering SecondStratum Cognitive Abilities
Matthew Winfrey
Key Terms
Cognitive ability
Pareto-optimal weighting
Adverse impact ratio
Method
Two studies on selection quality and AI.
Gov’t study of 10,963
Civilian study 40,488
Break down studies into job groups
Measures
Each job group measured on cognitive skills
Unit-weighted analysis
Test validity and AI ratio
Pareto-optimal analysis
Adverse impact ratio
Results (Civilian Study)
Take Home Message
Job analysis to maintain standards for jobs.
Perform multiple types of tests/interviews.
Don’t focus just on what you can score.
On The Limitations of Using Situational
Judgement Tests to Measure Interpersonal
Skills: The Moderating Influence of Employee
Anger
Alyssa Mendoza
Key Terms
Interpersonal Situational Judgement Tests (ISJT)
Angry Hostility (AH)
International Revised NEO Personality Inventory
Multiple Hurdles Approach
Key Terms Con’t..
Hogan Personality Inventory
Negative Affectivity
PANAS-SF
Methods
Healthcare Organization
225 Employees
Measures
International Revised NEO Personality Inventory
14 item ISJT
Supervisor ratings of performance
Results
Take Home Message
Interpersonal Positions
Multiple Hurdle Approach
Hogan’s Personality Inventory
Questions?
A Mediated Moderation Model of Recruiting
Socially and Environmentally Responsible Job
Applicants
Liz Ann Garcia
Key Terms
Organization Attraction
Social and Environmental Responsibility (SER)
Desire for Significant Impact Through Work (DSIW)
Model
Method
3 Studies
Email invite to participate
Incentive: entered to win $100 gift card
332 truck drivers
Measures
Organization attraction
SER
An individual’s DSIW
Results
Take Home Message
For SER organizations that want to succeed, make sure the whole
organization is really taking the time and effort to practice SER values.
Double Jeopardy Upon Resume Screening:
When Achmed Is Less Employable Than Aisha
Marianne Trinh
Key Terms
Double jeopardy hypothesis
Subordinate male target hypothesis
Matching principle
Implicit Association Test (IAT)
Method
Focus: Arabs in the Netherlands
Participants: 60 non-Arab/Dutch recruiters (45.1% male)
3 - 10 years recruiting experience
Development: used names/affiliations w/ strong Arab & Dutch
associations
2 clerical jobs (little & frequent external client contact)
Method
Procedure & design: recruiters completed “work sample test”
Resumes differed by ethnicity, sex, client contact
Resume-sifting task & then 3 filler tasks
Measures
Job suitability
Explicit ethnic prejudice: Modern Racism Scale for Arab descent
Explicit sexism: Modern Sexism Scale
Implicit prejudice: Implicit Association Test (IAT)
Results
Results
Arab women scored higher in ratings than Arab men → SMTH
Especially when considering the matching of gender role
stereotypes & job characteristics
Women (submissive), men (threatening)
Raters’ ethnic prejudice & gender role endorsements affected
evaluations
Take Home
Evaluate on KSAOs and job-related experience only
Mask names, ethnicity, gender (blind review)
Blendoor app - merit only (no photos/names)
Blendoor - Merit-Based Matching
“Honest and Deceptive Impression Management in
the Employment Interview: Can It be Detected and
How Does It Impact Evaluations?”
Leona Li
Key Terms
Impression Management (IM)
Honest IM
Deceptive IM
Perceived IM
IM Tactics
Study
5 studies
Study 5 - Model 3
Experience and Novice Interviewers
Recorded interview
Measures
Applicant’s use of IM tactics
Perceived IM use by applicants
Five-Point rating scale
Results
Results
Easier detecting Honest IMs
Harder detecting Deceptive IMs
Interviewer’s IM perception matters
Take Home Message
Attend training programs
Practice Interviews
Ask follow up questions
Group Take Home
- Be selective
- Make sure selection processes fit strategic goals
- Audit HR Process systematically
- Consistency in the HR department