The Activity/Achievement Indicator: A Possible Alternative to the Behavioral Consistency Method of Training and Experience Evaluation
This paper describes the development of a new type of selection procedure, the activity/achievement indicator (A/AI), and compares it with the behavioral consistency method of training and experience evaluation. Total scores from these two methods were found to correlate at r = .58. Examination of the six dimension scores of each method by means of the multitrait-multimethod matrix technique revealed convergent validity for only two of the dimensions, and discriminant validity for none. Implications of the findings are discussed.
FAIR MANAGERIAL SELECTION
The notions of procedural justice and factor analysis have been applied to the identification of the key criteria for fair managerial selection. The subjects were 87 personnel professionals in New Zealand. A second study used a videotaped interview design and showed that two job‐relevant criteria (work experience and academic qualification) identified in the first study as determinants of fair selection, were not utilised consistently by manager interviewers in their selection decision making.
The Use of Self-Assessments in Examining.
Self-assessments combined with other evidences such as achievements and test scores lead to increased accuracy and fairness in examining. The use of self-ratings to evaluate an applicant requires adjustment for degree of understanding of the element to be rated and for applicant's subjective base for rating. However, raw ratings may be used for psychometric analysis. Since minorities are usually represented in significant numbers among applicants but not in employed groups, this kind of analysis appears promising for studies designed to reduce adverse impact of tests and other measuring devices. An initial exploratory example of such analysis is described in detail.