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Strategic Staffing: Chapter 8 - Measurement

- Proper measurement in staffing is important to hire the right candidates, avoid legal issues, and offending candidates. Measurement involves assigning numbers to job, candidate, and outcome characteristics. - Reliability refers to the consistency of a measure and is important for getting repeatable results. Validity determines how well a measure assesses the intended construct and allows for useful predictions. - Organizations use a variety of assessment methods together in a "whole person" approach to reduce errors and improve decision making, despite the inherent errors in individual measures. Objectivity and reducing bias are also important principles for effective candidate assessment.

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575 views

Strategic Staffing: Chapter 8 - Measurement

- Proper measurement in staffing is important to hire the right candidates, avoid legal issues, and offending candidates. Measurement involves assigning numbers to job, candidate, and outcome characteristics. - Reliability refers to the consistency of a measure and is important for getting repeatable results. Validity determines how well a measure assesses the intended construct and allows for useful predictions. - Organizations use a variety of assessment methods together in a "whole person" approach to reduce errors and improve decision making, despite the inherent errors in individual measures. Objectivity and reducing bias are also important principles for effective candidate assessment.

Uploaded by

ishan188
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Strategic Staffing Chapter 8 Measurement

Jean Phillips & Stanley Gully

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Learning Objectives
After studying this chapter, you should be able to: Describe why measurement and assessment are important to staffing Define reliability and validity and explain how they affect the evaluation of a measure Explain why standardization and objectivity are important in measurement

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Why Is Proper Measurement Important?


Improperly assessing and measuring candidate characteristics can lead to:
Systematically hiring the wrong people Offending and losing good candidates Exposing your company to legal action

There are many legal issues involved with candidate assessment and measurement

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What Is Measurement?
Measurement is the process of assigning numbers according to some rule or convention to aspects of people, jobs, job success, or aspects of the staffing system
The measures relevant to staffing are those that assess:
The characteristics of the job, which enables the creation of job requirements and job rewards matrices Aspects of the staffing system such as the number of days a job posting is run, where it is run, and the recruiting message The characteristics of job candidates such as ability or personality Staffing outcomes, such as performance or turnover

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What Is Data?

The numerical outcomes of measurement are data


There are 2 types of data:
Predictive data is information about measures used to make projections about outcomes. Criterion data is information about important outcomes of the staffing process.

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Types of Measurement
Nominal: numbers are assigned to discrete labels or categories (e.g., race, gender, college major) Ordinal: attributes are ranked in ascending or descending order (e.g., ranking from best to worst performance) Interval: zero point is arbitrary but distance between scores has meaning (e.g., intelligence or interview scores) Ratio: distance between scores has meaning and there is a true zero point (e.g., salary, typing speed)

What Is Reliability?
Reliability refers to how dependably or consistently a measure assesses a particular characteristic

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Types of Reliability
Test-retest reliability reflects the repeatability of scores over time and the stability of the underlying construct being measured Alternate or parallel form reliability indicates how consistent scores are likely to be if a person completes two or more forms of the same measure Inter-rater reliability indicates how consistent scores are likely to be if the responses are scored by two or more raters using the same item, scale, or instrument

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Standard Error of Measurement


The standard error of measurement (SEM) is the margin of error that you should expect in an individual score because of the imperfect reliability of the measure.

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What Is Validity?
Validity refers to how well a measure assesses a given construct and the degree to which you can make specific conclusions or predictions based on observed scores. Validity can tell you what you may conclude or predict about someone based on his or her score on a measure, thus indicating the measures usefulness. Validity will tell you how useful a measure is for a particular situation; reliability will tell you how consistent scores from that measure will be.

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What Is Validation?
Validation is the cumulative and ongoing process of establishing the job relatedness of a measure
There are three types of validation processes:
Content-related validation: Demonstrating that the content of a measure assesses important job-related behaviors Construct-related validation: Demonstrating that a measure assesses the construct, or characteristic, it claims to measure Criterion-related validation: Demonstrating that there is a statistical relationship between scores from a measure and the criterion, usually some aspect of job success

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What Is Face Validity?


Face validity is a subjective assessment of how well items seem to be related to the requirements of the job. Face validity is often important to job applicants who tend to react negatively to assessment methods if they perceive them to be unrelated to the job or not face valid.

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What Is a Validity Coefficient?


A validity coefficient is a number between 0 and +1 that indicates the magnitude of the relationship between a predictor (such as test scores) and the criterion (such as a measure of actual job success). The validity coefficient is the absolute value of the correlation between the predictor and criterion.
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Tips For Candidate Assessment


Measures should be used in a purposeful manner Use a variety of tools Use measures that are unbiased and fair to all groups Use measures that are reliable and valid Use measures that are appropriate for the target population Ensure that administration staff are properly trained Ensure suitable and uniform assessment conditions Maintain assessment instrument security Maintain confidentiality of results Interpret scores properly
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Why Do Organizations Conduct Assessments Despite These Errors?


The practice of using a variety of measures and procedures to more fully assess people is referred to as the whole-person approach to assessment, and will help reduce the number of selection errors and boost the effectiveness of your overall decision making.

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Objectivity
Objectivity refers to the amount of judgment or bias involved in scoring an assessment measure. The scoring of objective measures is free of personal judgment or bias. Multiple-choice exams and the number of words typed in a minute are objective measures.
Subjective measures contain items for which the score can be influenced by the attitudes, biases, and personal characteristics of the person doing the scoring (e.g., essay or interview questions). Whenever hiring decisions are subjective, it is also a good idea to involve multiple people in the hiring process, preferably of diverse gender and race, to generate a more defensible decision. Because they produce the most accurate measurements, it is best to

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Evaluating Assessment Methods


Determinants of effectiveness of an assessment method include Validity (whether assessment predicts job success) Return on investment (ROI) (whether assessment generates a financial return that exceeds the cost associated with using it) Applicant reactions (perceptions of job relatedness and fairness) Usability (willingness and ability of people in the organization to use the method consistently and correctly) Adverse impact (whether the method can be used without discriminating against members of a protected class) Selection ratio (whether the method has a low selection ratio)

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