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Industrial/Organizational Psychology Week 9 Notes

by: Freddi Marsillo

Industrial/Organizational Psychology Week 9 Notes PSYC 2544

Marketplace > George Washington University > Psychlogy > PSYC 2544 > Industrial Organizational Psychology Week 9 Notes
Freddi Marsillo
GPA 3.55

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About this Document

Notes from Week 9 lectures
Industrial/Organizational Psychology
Blacksmith, N
Class Notes
Industrial/Organizational Psychology
25 ?




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This 4 page Class Notes was uploaded by Freddi Marsillo on Friday March 11, 2016. The Class Notes belongs to PSYC 2544 at George Washington University taught by Blacksmith, N in Fall 2015. Since its upload, it has received 31 views. For similar materials see Industrial/Organizational Psychology in Psychlogy at George Washington University.


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Date Created: 03/11/16
I-O Psych Week 9 Notes 3/11/16 11:26 PM Employee Selection Systematic and scientific identification of applicants who will be high performers Recruitment and Selection Staffing decisions • Associated with recruiting, selecting, promoting, and separating employees The challenge of matching applicant attributes and job demands Selection vs. Placement Sometimes, the challenge is to place an individual rather than simply select an individual Placement • Process of matching multiple applicants and multiple job openings • Strategies o Vocational guidance o Pure selection o Cut & fit Selection Assessments Measuring applicant attributes to predict who will be a high performer Individual Assessment Examples of assessments: • Cognitive ability • Personality tests • Resume/personal history statement • Interviews • Work samples • Situational judgment testing • Assessment centers Interviews • Structured interview o Systematic questions across every single applicant – same exact questions o Tend to be more predictive than situational interviews – if it happened in the past, it’s bound to happen in the future • Situational interview o Types of questions, more hypothetical • Unstructured interview o Much less predictive compared to structured interviews • Tend to cover job knowledge, abilities, skills, personality, and person-organization fit Interviews What factors could influence how someone performs on an interview? Assessment Centers • Collection of procedures used for evaluation, often for possible promotion • Typical characteristics o Assessment done in groups o Assessment done by groups (i.e., assessors) o Multiple methods of assessment employed o Assessment centers have “feel” of relevance Work Sample Tests Measure job skills by taking samples of behavior under realistic, job-like conditions Examples: • Rudder control test for pilots • Speech interview for foreign students Situational Judgment Tests • Present candidate with written scenario, then ask candidate to choose best response from series of alternatives • Important characteristics: o Job-related o Well-accepted by test takers o Reduced adverse impact compared to other devices Examples • Assessment centers • Simulations 3/11/16 11:26 PM 3/11/16 11:26 PM


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