This paper examines the methods and strategies used in predicting future job performance.
Written in 2006; 2,970 words; 5 sources; APA; $ 87.95
Paper Summary:
This paper explores the information that a selection specialist uses to predict future job performance which can be obtained from several different types of methods including application forms, interviews and tests. The writer of this paper details how a comprehensive selection process gives a more reliable and valid measure of a person's future potential job performance. For example, the cognitive test is comprehensive because the interviewee can demonstrate interpersonal skills while the personality test gives a picture of the more static traits that can either positively or negatively relate to job performance.
Topics covered in this report include:
Identification
Interviews
Summary of Interviews
Types of Interviews
Tips
Types of Personality Tests
Job Analysis
A Rational for Usages
How the Device or Devices Will Be Used in the Selection Process
List of Resources Cited
From the Paper:
"Designed to measure the ability to make rapid and precise movements with the hands and fingers. Also measures, according to the authors, the temperamental willingness to perform highly repetitive, routine, and monotonous work. The test taker is to put a pencil dot in as many circles as he or she can in five minutes, without letting the dots touch the sides of the small circles."
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